organizational development

The reasons for organisational changes are manifold and range from “hard” aspects, such as the optimisation of business processes and procedures, the improvement of interface management and the increase of flexibility, quality or innovation, to rather “soft” goals such as increasing employee satisfaction, identification, motivation and the ability to learn or the reorientation of power structures or hierarchies.

Typical questions brought up by my clients are:

• Employees should act in concert and work together constructively to achieve the company’s goals.
• Turbulences caused by changes in the company should be reduced so that all participants can work with confident again.
• Conflicts, whether within the team, between two employees or between manager and employees, should be defused and permanently resolved