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Many traditional organizational models fail today due to the so-called “silo mentality.” Managers optimize their areas of responsibility, but potential and strategic value creation are lost in between.
Organizational development is a tricky task because all those involved often pursue personal interests and objectives that are not always in line with the interests of the company. That is why it makes sense to seek the support of experienced external consultants and facilitators to identify conflicts of interest, make them transparent, and resolve them constructively.
Today, it is more important than ever to develop organizations along value streams and ensure that employees do not get bogged down, but rather have clear, value-adding roles whose goals they implement in their everyday work.
Typical examples of dysfunctional organizations:
80% of a company's success is determined by social dynamics, i.e., the way people in organizations work together, resolve conflicts, and develop innovations.
provide tangible customer benefits in everyday life. They bring direct added value and should be burdened as little as possible with administrative or strategic tasks.
are teams or units tasked with identifying and exploiting strategic opportunities or avoiding strategic risks. These are often project tasks that are most effectively implemented in the form of mission-driven teams.