We think all of our projects through to implementation in order to ensure their success
We are all too familiar with many of the challenges that our clients have to face. We have been growing organically for years, for example, by opening up new fields. This is changing how our teams are made up. We have always paid a lot of attention to our culture. To ensure that this remains the case even as we grow in size, several colleagues are tasked with the continuous further development of our corporate culture. In doing so, they try to consider the ideas of all employees. We want change to be supported by all members of a team. And we also practice what we recommend to our customers.
It is important to actively shape change. But many people perceive change as a threat. We show companies how they can allow their employees to participate in the process of transformation, how they can perceive concerns and communicate in an open and transparent manner. Only when employees know what to expect will they actively participate in the innovations, making the project their project.
As organisational developers, we have gained valuable experience over the years in many projects in the transport, utility and waste management sectors. These are our areas of expertise and we know the right methods. In our project work, however, we rely especially on the experts at the client end. They know their company best and it is our job to listen very carefully. We work with employees who act as change agents, collecting information about the needs of colleagues, acting as multipliers for information. They serve as an important interface with managers and with us. The employees usually have the solution and we help them to bring this to the surface.
Irrespective of whether we are developing a new strategy, reorganising processes, promoting a company’s culture or coaching individuals: We think all sub-projects through to the end, taking into account what they could mean for each and every employee. After all, even the best concepts are useless if they cannot be implemented.
In order to advise our customers well, we are constantly learning. In recent years, for instance, we have become experts in systemic consulting, organisational development and change, using methods such as team and personnel coaching, design thinking and motivation potential analyses.
Change is important and it is something that we have embraced.