CONSULTING
"There are three types of companies:
Those who make things happen. Those who watch things
happen.
Those who wonder what happend."
Anonymous
Business success is determined by company’s visions, strategy and systems.
These components will ”come alive” only through human beings – both leadership and employees. As a result, people will secure a successful realization.
Professional communication and leadership enables this effective teamwork. Part of this is to achieve an overlap of organizational, management and employee targets. Then the engagement is high and the organisation has the highest possible impact.
CONBEN consulting follows this approach. It is part of an customer-specific consulting concept.
ORganiZationAL DeVELOPMENT &
CHANGE MANAGEMENT
WHEN CHANGE & CONSTANT INNOVATION BECOME NEW NORMAL
DIGITIZATION, LEADERSHIP CHANGES, CHANGING ENVIRONMENTAL CONDITIONS are common reasons for CHANGE MANAGEMENT.
Changes are part of our (VUCA) world of work:
They take place in increasingly shorter times, they are more complex, the impact on the company or individuals is not always clear and therefore often lead to uncertainty among managers and employees. New technologies, new work processes or structural changes require and demand different skills and resilience from people.
At the same time, change is necessary for organizations to evolve, adapt or even innovate, remain relevant and competitive.
CHANGE CANNOT BE STOPPED - BUT CHANGE CAN BE MANAGED AND SUPPORTED EFFECTIVELY.
Continuous organizational development and effective change management are necessary so that the managers, employees and other stakeholders concerned feel heard, involved and participate in the success.
We support you jointly by ...
- consciously reflecting the impact of the organizational goals and the externally oriented strategy development: What are the internal requirements of the organization in order to achieve the external requirements and business goals?
- considering your current corporate culture with regard to continuous willingness to learn and change as well as agility: Which levers can be used most effectively to strengthen willingness to
change in the long term? Which existing resources could be built on?
- crystallizing resistance, hesitation and other obstacles in the organization: Which internal challenges need special attention at the moment? What should be prioritized and what shouldn't?
- supporting your change process and
- analyze your initial situation,
- concept and design a individually fitting
change process to your oranzation,
- involve all stakeholders and
- implement a sustainable change process at a
reasonable pace.
Therefore we work commonly with you ...
- with collaborative, co-creative methods & tools to initiate a change in behaviour,
- systematically to adapt to your organizational needs,
- based on research and practical proven approaches.
