Organization & development

organization & development

The understanding of culture has become increasingly important.

In times of e.g. organizational changes or a M&A, emotion rises, behaviours are triggered, norms and values can be questioned.

By gaining a better insight and knowledge of the values that are at stake, issues can be addressed in time - a process that significantly improves the odds of a successful change.

Organization Close Up

- leading your tribe.

Organization Close Up is a method we use to get a better understanding of the organization.

An O.C.U. starts by defining the situation, observing, and asking questions, in order to get relevant information - e.g. mapping the organization.

What believes and values are dominating? What hidden needs are unmet? Where does the organization stand in regards to knowledge and awareness of the challenges ahead? These are some of the questions that are under scrutiny and analyzed.

By really understanding your organization you can better address issues and support processes, in order to be on the right track in regards to goals and visions.

We help you achieve that by an Org. Close Up.

Organizational Change

- change is not strange - no change is strange.

Change is inevitable - change creates threats as possibilities. Most of us avoid change - because change creates uncertainty and disturbs the familiar - and that´s also the reason why regular organizational change is vital.

Studies show that organizational changes are necessary in themself in order to avoid stagnation.  Organizational change breaks up old settings and routines while opening up structures, encouraging cross-border cooperation, and bringing in new social networks. 

We carry out qualitative studies to identify obstacles, "pains" as well as possibilities within the organization – to create a change you want to embrace.

M&A Culture Change

- due diligence is just the start.

Mergers are special. Focus is often oriented to due diligence - but as most managers have come to realize it´s the fusion of two cultures that is the real challenge.

A merger is a turbulent time for an organization - emotions and feelings are stirred up. Rumors, hearsay, preconceptions - rational as irrational - are tumbling around within the organizations.

It´s quite easy for the management to miss these signals or simply neglect them in busy times.

A fateful mistake - 7 out of 10 M&A come out short often due to cultural issues.

By identifying what issues are at stake, alert management can better address and clarify in order to get a smoother transition.

We help you to map out the essential issues.

Change Management

-  management is key.

Change management is a structured way to obtain change from one position to another within an organization or a team. Change is constant - so an organization has to constantly question its position, yet not stress its members or the customers. 

To handle this balance, management is key.  Behavioral changes business perspective, e.g. process and technological change, have to be led. Top management sets the stage, middle management carries out the strategies in the daily operative work. A work that requires skills in understanding humans and context.

Our offer focuses on middle management, giving them tools in working with a team. In short becoming a coach within change.