Change happens every day in companies.
And every day, the future is being reshaped.
Change competence is like a muscle
the more trained it is, the fitter we are in dealing with sudden changes.
We often grow where we rub
Our services
Design and planning of the change architecture and communication roadmaps for transformation
Active support of the entire transformation from kick-off to a meaningful conclusion as well as measures to ensure sustainability
External moderation of strategy meetings and project team meetings
Project management and project coaching
Large group events (World Café, RTSC, open space technology, etc.)
Team workshops and moderation of team processes
Individual and team coaching
Consulting on organizational structures, role clarification, and process management
With 4 steps, we accompany you in the further development of your organization:
1) Discover
We hear and ask many questions. Result: You as the customer and we have a common understanding of the current overall situation.
2) Dream
Dreaming how it could be in the best case. Designing visions.
3) Design
Design how it could become in the future.
4) Deliver
Implementation in practice. Determine what will happen. New ideas realize.
Examples of organizational development processes
Cultural Development
If you want to get down to business quickly, you should start with culture. (Bernd Schmid, isb)
Culture is often largely unconscious, the lower, invisible part of the iceberg. We all experience culture in organizations, of course, but it's sometimes hard to put into words. And yet - in the many change projects that WANDELPLAN has already accompanied, the solution often lies at the cultural level and not in quick, simple measures.
You would like to or have the order...
... further develop the management culture away from a hierarchy-driven top-down culture towards a dialogue-oriented culture with more involvement of the employees?
... change the negative working atmosphere to a culture where employees come to work again with joy and motivation?
... stop silo thinking and division and move towards cross-divisional cooperation in the company?
... develop the high absenteeism rate towards a healthy culture with high attendance?
Inquiries
Values and mission statement development
Connecting common values
Values are like shoes that are too big, and we have to grow into them. With well-broken-in shoes we can manage any mountain.
Have you ever developed great values for your organization, but they're not being lived?
Do you want to bring existing values to life in daily business?
There is a management mission statement, but the managers do not (any longer) align their actions with it?
There are neither values nor mission statements in your organization, and you would like to develop them together with everyone?
Inquiries
Vision and strategy development
If you have visions, you don't need to go to the doctor!
Drawing a picture for the future
Do you perceive changes in the market at an early stage and want to realign the company's strategy for the future?
Do you want to continue to grow and weather crises well and boldly create visions?
Inquiries
Change and transformation processes
Change takes place always and everywhere
As little as possible and as much as necessary
Are you planning to restructure your organization and recreate the organizational chart?
Are you planning a merger or company takeover and want to have the intercultural process professionally accompanied by change management in order to avoid unnecessary trouble spots and reduce resistance?
Are you looking to bring in another layer of management, and roles are being rewritten?
Inquiries
Request for organizational development
For a customized offer, I will be happy to advise you
ALMUT PROBST
Would you like to receive advice on organizational development? Then simply write us here in our contact form or by email your request, and we will get back to you promptly. Or you can call us directly at +49 (0)6023- 9189494. The best time to reach us is between 9 am – 3 pm.
In a telephone conversation, we ask initial questions to clarify the goal of organizational development. The telephone call can be made, for example, to the supervisor or the responsible HR manager.
Afterwards, we will provide you with a non-binding offer with information on time frame, moderator profiles, and costs. We will also be happy to advise you on which measure is most effective for your concern.
For a longer OE process, we are also happy to come to your company for a personal meeting to better understand the company and your OE concerns. Alternatively, if desired, this can be done by phone or video call, e.g. if you are still in the applicant selection phase or a face-to-face meeting is not possible at that time.
Don’t worry, there are no sales people calling you all the time. You simply get back to us if the offer suits you or if you still have questions about it.