We have to deal with uncertainty. It is therefore essential to design and maintain organizations fit for the future. This means building strategy, structures, processes and culture in such a way that the organization remains sustainably efficient and takes advantage of opportunities and chances.
Strategy
Effective strategy work is guided by a clear direction - vision, purpose, long-term strategic goals. However, the concretization and implementation is designed to be short-term, iterative and adaptive. This allows learning, adaptation and exploitation of opportunities.
I accompany and support the planning and execution of strategy processes in which the
development of the strategy and the implementation is regarded for equally. Both can be well supported and secured by appropriate methods and participation.
Structures and processes
Roughly speaking, structures encompass all aspects that guide cooperation and the behavior of people in the organization. This includes processes, roles, communication structures, but also other elements such as incentive systems or working time models. Benefit for customers and other relevant stakeholders is central. Processes and other structures should support this systematically.
The concrete organizational form can range from the classic matrix to very flat, low-hierarchy, "agile" organizational forms or mixed forms. Future-fit organizations are ideally set up in such a way that they can react quickly to volatile conditions, because the structures
are set up flexibly - but not arbitrarily and without obligation - and/or change, willingness and ability to change are highly developed.
I accompany and support organizational design and development. By doing so, it is important for me to focus on the following questions: "What should the organization be able to achieve? What current or future problems should be solved?" Based on this, I support by bringing in expertise on organizational design and can accompany the process from the idea to piloting in individual units or overall implementation.
Leadership and Culture
In order to be consistently future-fit also leadership and culture must "fit". Leadership in future-oriented organizations is characterized less by a hierarchical and more by a coaching style of leadership. Leaders in the company are those who work “on” the organization (not just "in" the organization), provide orientation, repeatedly convey the meaning and support suitable framework conditions. Leaders who develop and secure a culture of learning, openness, customer and people orientation.
Culture is shaped on the one hand by hard factors, such as incentive systems, but also by soft factors, such as the behavior of key people.
I support in gaining a (better) understanding of the organizational culture and its relevance for success, as well as levers for further development, and in translating these into concrete measures. Working with executives, e.g. in the form of coaching, is one of several aspects of this.
