Management Consultancy Mittelstand | Munich region
ORgANISATION DEvELOPMENT in SMEs
Reorientation of family businesses in terms of their future viability
- Support for generational changes
- Accompanying changes and transformations
- Advice and support for reorganisation processes
- Strengthening the culture of trust
- Further development of the management culture
Why us?
Entrepreneurship at eye level - Stable basis of trust
Sound expertise - Critical sparring - High effectiveness
Ensure competitiveness & preserve the company.
Development
of the management team
What does it take for us to become a real team?
How do we work together in a spirit of trust?
What conflicts need to be resolved?
How do you become a role model for your organisation?
Further development
the corporate culture
How should your company be organised?
What values do you want to embody through your behaviour?
How do you succeed in anchoring a comprehensive culture of trust in your company?
Further development
from structures
What structures does the desired corporate culture need?
Which structures allow more flexibility?
How must decision-making processes be organised in order to become more productive?
Further training
of the managers
What competences need to be developed?
Which management tools need to be anchored?
What does a training concept that strengthens the company's goals look like?
THREE PHASES OF ORGANISATIONAL DEVELOPMENT
Every organisational development takes place in three phases:
- Understand & win
- Move & Change
- Stabilising & anchoring
Phase 1 | Understanding & Winning
The first phase of organisational development lays the foundation for the entire process. A careful clarification of objectives and a thorough analysis of the current situation are crucial in order to understand where you want to go as an organisation and where you currently stand in relation to this goal.
The result of this phase is a change roadmap.
Phase 2 | Move and change
In the "Move and Change" phase, the focus is on successfully implementing the planned changes and getting the organisation moving. This requires careful communication, active involvement of managers and employees, continuous monitoring and flexible adaptation of the approach to new circumstances.
The result of this multi-year process is a realigned organisation that needs to be stabilised in the third phase.
The key element of a successful organisation is trust.
Invest in expanding your culture of trust.
Three reasons to have your organisational development supported by experienced consultants
Developing a company with all its structures, processes and systems requires a wide range of expertise. We offer this expertise. We not only know how profound and deep change processes are for organisations and its members, we are particularly familiar with the difficulties, obstacles and resistance that will arise during this process. And we know how to deal with them in the best possible way in order to utilise the power of resistance for the success of the change.
Thanks to the various projects we have managed over the last 15 years, we provide valuable benchmarks from other companies as well as proven good practice approaches. This saves you as a company money and time and ensures that you have future-proof solutions. We also provide you with additional resources that can focus exclusively on the change process.
ORGANISATIONAL DEVELOPMENT -
REFERENCES IN THE MIDMARKET
Blanc & Fischer Group, Oberderdingen
Cultural transformation, executive coaching
Read one aspect of our advisory services in the article "Leadership culture in transition".
Norddeutsche Landesbank Luxembourg SA, Luxembourg
The success of change projects depends on various factors, such as a motivating vision, stakeholder support for the project and the recruitment of important change agents. Together with Ms Walter, we concentrated on analysing individual stakeholders and important multipliers in a two-day workshop in order to understand what motivates them to support our project. Ms Walter also helped us to define a meaningful framework for the project and give it a structure by asking skilful questions. Mrs Walter was the right choice for us!
Melanie Maier, Head of Corporate Development
POHLIG GmbH, Traunstein
Scope of services: Agile transformation incl. employee and management development, executive coaching
ORGANISATIONAL DEVELOPMENT & TRAINING FROM A SINGLE SOURCE
In order for organisational development to be successful, it is crucial that employees and managers have the skills they need to make the new organisational concept a success. Be it a different way of leading, the ability to fulfil new team roles or to work in an agile way.
Skills development is an elementary component of organisational development and goes hand in hand with transformation. We offer both services from a single source to ensure that the two are harmonised.
Seminar focal points
- Leadership Training
- Personality training
- Communication Training
Photo | fizkes on Shutterstock
Seminars that convince!
- Relaxed, trusting learning atmosphere
- Participant focus
- Concern-orientated work
- Very high interaction
- Many practical examples and exercises from the participants' everyday lives
- Targeted feedback
- Video review of presentations and dialogue situations
- Concrete impulses that participants apply in everyday life
Horváth Management Consultants, Stuttgart
"We have been working with Sabine Walter and her team for more than 10 years on a very trusting basis. What we particularly appreciate about her and her colleagues is that they understand us, our goals, our way of thinking and our work. This is particularly evident in the fact that all further training measures that Sabine and her team carry out with us are customised and always help to bring our defined strategy to life. Sabine Walter proactively provides valuable tips and thus also contributes to the success of our personnel development work."
Barbara Wöhler, Team Leader Learning Horváth
RBSGROUP, Munich
"Our employees were enthusiastic about the seminars. They feel empowered for their daily challenges. Rarely have I seen in-company training being received with so much joy and success."
Martin E. J. Becker, Managing Director
STINGL Building Services, Munich
"A key success factor for our company is our good communication culture. To ensure that we maintain this at a very good level, we offer all employees extensive further training programmes. Since 2014, Sabine Walter has been developing some of these seminars for us and organising them together with colleagues from her team. What we really appreciate about working with Sabine and her team is that they recognise the strengths and development areas of each participant very quickly and use them to develop the participants in a targeted manner. Furthermore, the high proportion of exercises in the seminars helps participants to try out what they have learnt directly in situations from their own everyday lives. As a result, each participant makes concrete progress that is also visible in everyday working life."
IBF Ingenieurgesellschaft mbH, Munich
"We took our 50th anniversary as an opportunity to reorganise IBF Ingenieure for the future. We also wanted to look at our internal processes relating to company and employee management.
I turned to you, Mrs Walter, for support in this process. You put us on the right track with leadership coaching, workshops for employees and for the management. Thank you very much for the trusting collaboration, your inexhaustible ideas and your expert and honest feedback."
A competent team for the moderation of workshops & seminars
Greta Wonneberger
Communication trainer, conflict counselling
Tim Wagner
Leadership trainer, negotiation expert
mediating, structuring, humorous
Labour law advice & mediation
QUESTIONS ON ORGANISATIONAL DEVELOPMENT
How can we start a collaboration without having to commit to large budgets and long contract terms from the outset?
Over the years, various starting points for working together have proved successful. All of them give you the opportunity to get to know me and my way of working without having to commit to a large budget and a long contract period:
- Executive Coaching
- Team analysis in the management team
- Moderation of a strategy workshop.
Start with executive coaching
The Executive Coaching gives you the opportunity to discuss with us, in a first step, the strategic issues related to the further development of your organisation as well as the objectives of your personal development.
We listen to you carefully, question, give feedback and impulses and develop a strategy, solution approaches and concepts together with you that help to achieve the desired results.
Managing directors and entrepreneurs who we support through executive coaching value us as a trustworthy sparring partner.
Start with a team analysis for management teams
The team analysis gives you the opportunity to become aware of the strengths and development areas of your management team.
- How closely do you already work together?
- How can this trust be strengthened?
- What else is important in order to pull together as a management team?
Start with a strategy workshop
Another way to get to know us and establish an initial basis of trust is to commission us to moderate a strategy workshop. At the end of the workshop, you will receive an overview of your areas of action and a roadmap showing the next steps we recommend. Together we will realise whether the chemistry is right and whether we can imagine starting a collaboration.
How many advisors should we speak to before we make a decision?
My coachees are mainly entrepreneurs from the SME sector. In most cases, the coaching serves to prepare for or accompany a generational change from the parent to the child generation. In such succession processes, both the senior entrepreneur and the junior entrepreneur(s) benefit from the coaching programme.
Support is provided over several years. However, coaching usually only takes place once a month.
You should speak to at least two advisors before making a decision. Listen to your gut feeling.
- Where is the chemistry right?
- Which person can you build a relationship of trust with?
- Which consultant suits both you and your team?
We have provided a checklist on our "Organisational development" service page to help you prepare for the meetings.
Clarification of organisational development mandate (download checklist)
How much time should we managing directors allow for organisational development?
The further development of an organisation extends over several years. Managing directors play a key role in this process. You should therefore also plan time for this process.
In our experience, this is 30 - 40% of working time.
Cultural transformation: role and tasks of executive management
When does organisational development make sense?
The regular further development of your organisation, i.e. the culture, structures, processes and skills in your company, is essential for various reasons:
- Strategic realignment: Due to market dynamics and technological opportunities, companies are scrutinising previous business models and realigning their strategies. It goes without saying that this entails the further development of the company organisation.
- Technological progress: Technological progress, above all AI and digitalisation, require further development of skills and a change in working methods and processes.
- Employer attractiveness: Generational and value change presents companies with new challenges and opportunities. Organisational development is essential in order to respond to these changes and meet the expectations of a diverse workforce in terms of working methods and models.
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