Verantwortlichkeiten in den Organisationseinheiten mit Kennzahlen hinterlegen.
Organisation
Clear responsibilities and effective co-operation. Stable processes and the ability to change. Organisation is always the right balance between major opposites. We find this balance together.
Organisation is never an end in itself!
It is always about effective management and efficient service provision - in a way that motivates employees.
Our expertise in organizational development emphasizes the importance of a balanced and dynamic structure that considers both organizational requirements and the individual needs of employees. Behind this mission lie many challenges, leading us to rigorously examine both organizational structure and processes. A clear structure with equally clear responsibilities is essential for organizational development.
It's about much more than just the well-known "boxes". It's the nuances, the processes, the communication pathways, and the interfaces that truly need optimization to make an organization effective and efficient. With our holistic approach to organizational development, we assist in identifying, understanding, and specifically improving these aspects to promote long-term success and employee satisfaction.
The mistake often lies in stopping at the organizational chart, as it's the attention to detail that makes the difference:
Klare – permanente – Funktionen und Funktionsbeschreibungen (z. B.: Key Account Manager:in)
Ebenso klare – temporäre / ergänzende – Rollen und Rollenbeschreibungen (z. B.: Projektleiter:in)
Verantwortlichkeiten in den Organisationseinheiten mit Kennzahlen hinterlegen.
Klare – permanente – Funktionen und Funktionsbeschreibungen (z. B.: Key Account Manager:in)
Ebenso klare – temporäre / ergänzende – Rollen und Rollenbeschreibungen (z. B.: Projektleiter:in)
Process organisation
Equally important - the process organisation - from the major business processes to the precise work instructions. In many cases, this is where the potential lies: Quality, efficiency and even employee motivation can benefit significantly from the targeted optimisation of processes.
Organisational consulting - typical topics
Establish a management model with clear responsibilities.
Many organisations don't fail due to a lack of knowledge – they fail because of unclear accountability. Together with you, we develop a governance model that assigns responsibilities unambiguously: at the level of organisational units, functions, and roles. KPIs make steering measurable and transparent. The result: less friction, faster decisions, and greater impact.
Effectively combine agile and stable elements in the organisation.
Fully agile organisations rarely work in practice – neither do purely hierarchical ones. What matters is the right balance: stable structures where reliability is key, agile elements where speed and adaptability are needed. We help you find this equilibrium and embed it organisationally – pragmatic and tailored to your specific reality.
Sharpen the focus of individual organisational units (governance vs. service vs. expertise).
Not every department has the same mandate – and that's a good thing. Governance units steer and control, service units deliver operational performance, expertise units concentrate specialised knowledge. We sharpen the identity of each unit: with clear mandates, well-defined interfaces, and a shared understanding of who creates value for whom.
Design and implement specialised career models.
Being excellent in your field shouldn't require moving into management. Expert career models create a genuine alternative to the traditional leadership track – keeping specialists where their knowledge has the greatest impact. We develop a robust model together with you: from defining career levels and competency profiles to full implementation within your HR systems.
Bringing years of established implicit knowledge into a common process model.
In many organisations, valuable knowledge lives in the minds of individual employees – invisible, undocumented, and difficult to transfer. We help make this implicit knowledge visible and translate it into a shared process model. This safeguards quality, reduces dependency on key individuals, and lays the foundation for a scalable, learning organisation.
Strengthen cooperation within the organisation, anchor common goals.
Siloed thinking costs organisations efficiency and innovation every single day. Real collaboration doesn't emerge from appeals – it comes from shared goals, clear rules of engagement, and the right formats. We support you in structuring cross-functional cooperation: from defining common objectives to establishing binding collaboration practices.
Optimise meeting structures and collaboration sustainably.
Too many meetings, too few decisions – this is everyday reality in many organisations. We analyse existing meeting and collaboration formats and redesign them to deliver real value: with clear formats, defined participant groups, and binding decision-making rules. The result is saved time, stronger organisational capability, and collaboration that works.
Would you like to talk to us about this in person?
Great! Contact our specialist:
Christoph Schmiedinger
Senior Manager