How I work
My approach as consultant and coach
Despite all your experience:
Do you reach limits with your proven working methods?
This is the case when internal processes and structures do not allow you to react quickly enough to changes in external requirements. Signs of this are frequently:
- Thinking in silos
- Tough decision-making processes
- Traditional and partly outdated leadership and cooperation patterns
- Too little cross-divisional customer and market orientation
- Insufficient focus on value creation or customer benefit
I support you in the learning process to adapt your working methods.
Developing new ways of working means first of all to reflect on old and traditional ways of working and to refrain from using them if necessary. It is important to find new ways of working that suit your company, to try them out and to continuously adapt them with regard to their added value. All of this requires people at all levels and in all areas who want to try out new things and retain the tried and tested. Traditional management styles in the sense of top-down cannot achieve this alone.
Those who try also make mistakes, that is part of learning. I support you in developing a learning and error culture that creates value and in which all participants develop identification.
The commitment and adaptability of each individual is, in my view, the key factor for implementing changes sustainably and successfully.
My working approach as a consultant and coach:
This is how I go about it
1
Step 1
Detailed exploration
Strengths: What has made you successful so far?
Challenges: What is your company going to face?
Goals: What do you want to achieve in what time frame?
Setting: Which working methods generate acceptance in your company?
Learning: What changes have you tried out so far – with what experience?
Stakeholders: Who do we have to integrate or consider for the planned process?
1
Step 1
Detailed exploration
Strengths: What has made you successful so far?
Challenges: What is your company going to face?
Setting: Which working methods generate acceptance in your company?
Learning: What changes have you tried out so far – with what experience?
2
Step 2
Developing solutions together
Goals: Developing goals with “intrinsic charge” together
Benefit: Understanding and prioritising customer perspectives
Cross-functional: Cross-functional cooperation between different areas and hierarchies
Participation: Shaping change bottom-up and top-down
Transparency: clear decision-making processes for all stakeholders
Conflict ability: a constructive dialogue on different interests and obstacles
2
Step 2
Developing solutions together
Goals: Developing goals with “intrinsic charge” together
Benefit: Understanding and prioritising customer perspectives
Cross-functional: Cross-functional cooperation between different areas and hierarchies
Participation: Shaping change bottom-up and top-down
Transparency: clear decision-making processes for all stakeholders
Conflict ability: a constructive dialogue on different interests and obstacles
3
Step 3
Planning the implementation
Goals: Setting clear and measurable implementation goals
Communication: Motivating messages to the workforce, including dialogue
Resources: reconciling daily business and change
Rhythm: Planning short, iterative sprints
Commitment: Involving stakeholders
3
Step 3
Planning the implementation
Goals: Setting clear and measurable implementation goals
Resources: reconciling daily business and change
Rhythm: Planning short, iterative sprints
Commitment: Involving stakeholders
4
Step 4
Support implementation and transfer
Commitment: Regular reviews and target-performance accounting
Successes: Making them visible and appreciate them
Experiences: Living exchange and open feedback and learning culture
Staying with it: Short-term trial and error, evaluation, adaptation, learning
4
Step 4
Support implementation and transfer
Commitment: Regular reviews and target-performance accounting
Successes: Making them visible and appreciate them
Experiences: Living exchange and open feedback and learning culture
Staying with it: Short-term trial and error, evaluation, adaptation, learning
