Oragnizational Consulting

The ablity to create change is a major basis of business Success. Businesses needt oday a set of appropriate organizational structures to design and realize change processes in business integrating and empowering indiviuals adequate. Organizational change is an long term change and development process in the Organisation. 

Wirth our team of interdisciplinary professional BCLA network we design a custom aligend concept to support your change process. We attend you from the design of the change process untill you reach the sustainable success and the final analysis of efficiency. 

At the beginning of our interference we set up an detailed phasis of diagnosis, iwhere we determine the fields of chande, development,question and chance. Presenting our evaluation analysis we propose the design of interference.

We operate with a range of Methods of organizazional change consultancy to empower people to improve themselves and develop a learning organisations. We define our role in empowering the people to create and manage the change process and attend our clients in this process. Our focus is on regarding the individual, organisation, the environment aswell as the consultant or trainer as an integrated holistic system with (conscious and unconscious) multidimensional interdependencies.

In our work we are inspired by holistic integral concepts and ideas. Psychological and psychoanalitical aspects and reflections determine our acting. We keep unconcious patterns in mind wich bring counteracting force against change processes.

Oragnisational Change

Major Decisions

Instead of focussing for the latest technique, I suggest that organizations should go through a formal decision-making process that has four major components:

• Goals, Levels and strategies
• Measurement systems
• Sequence of steps
• Implementation strategy  and organizational change

Levels of organizational change

Perhaps the most difficult decision to make is at what "level" to start. There are four major levels of organizational change:

• shaping and anticipating the future (level 1)
• defining what business(es) to be in and their "core competencies” (level 2)
• redesigning processes  (level 3)
• incrementally improving processes (level  4)
  

Methods

• Diagnosis
  
• Analysis of Structures
  
• Feedback
  
• Coaching
  
• Team Moderation
  
• Prozess attendance
  
• Trainings and Workshops
  
• Teament development
  
• Reflection and Aufdeckung unconscious Patterns
  
• Groupy Dynamics
  
• Evaluation