Strategy Consulting & Organizational Consulting

EXAMPLES OF ISSUES THAT WE CAN TACKLE TOGETHER

Strategy consulting:
I offer strategy consulting from strategy development to strategy implementation.

(Collaborative) strategy development: 

• Conception, moderation and content-related support of strategy processes for the development of sustainable corporate strategies, functional strategies and divisional strategies.  
• Occasions: Annual strategy processes, mergers & acquisitions, new market opportunities, crises, competitive changes, disruption, digital transformation, innovation, development of digital business models, development of digital products and services, new ecosystems (e.g. platform economy), etc.
• Methods and tools (example):
  • Mission statements: Using purpose, Northstar/vision, mission to develop attractive and sustainable narratives that create meaning and provide orientation in the organization (and beyond) 
  • Strategic goal setting and strategic planning: holistic development and cascading of strategic goals, measures and procedures through to operationalization (see strategy implementation)
  • Analysis techniques: e.g. market analysis, competitive analysis, scenario techniques, SWOT 
  • Agile tools: Lean Strategy, Business Model Canvas, Lean Canvas

Effective strategy implementation:

• Ensuring customer orientation in day-to-day business. Where do we just administer ourselves instead of creating value for our customers?
• Alignment of goals: Identifying priorities and conflicting goals in the organization and bringing about decisions
• Foresight and pragmatism: creating a balance between strategic focus and flexibility/agility for future changes. What degrees of freedom are feasible and sensible?
• Creating engagement, commitment and accountability in the organization 
• Ensure leadership in the organization. (Not only) managers provide orientation, create freedom, develop rules of the game and (exemplify) empowerment. What managers do and don’t do creates the most important basis for how the organization behaves and therefore what results are created.
• Influencing: exerting an influence on the actions of other players in line with objectives, even without formal power
• Cockpit and metrics: effectively support implementation with OKR, KPI, balanced scorecard, degree of implementation method, etc. and create early warning systems for course correction 

Change management & transformation consulting:
I offer change management consulting from conception to implementation.

• Change management concept: What and who should change, when, how and why? Typical questions are: What happens if nothing happens? How can we initiate the necessary changes, increase the likelihood of success and accelerate the implementation of strategies? How should we design an effective change management process?
• Tyical topics that I accompany from start to finish:
  • Development and implementation of a new organizational design: clear roles and responsibilities, structures, processes, competencies, required skills, rules of the game, resilience vs. Flexibility etc.
  • Organizational development: involving relevant areas and teams in organizational change, leveraging organizational know-how and knowledge, generating and maintaining energy and momentum for change
  • Post-merger integration: Supporting the aspect of “People & Organizational Integration” when two (or more) partners merge. Creating orientation, common goals and cohesion, understanding the combined strengths, dealing with stumbling blocks, building “ONE team” so that the hoped-for goals of the merger can be achieved
  • New Ways of Working: reinventing work and collaboration, e.g. new roles and responsibilities, promoting a spirit of innovation with a growth mindset, use of digital tools
• Examples of powerful implementation tools:
  • Team workshops and large group events and other “participation formats” as part of a strategy process
  • Bringing the future to life and helping to shape it with learning and experimentation formats such as learning journeys, action learning and agile labs
  • Improving routines: Establishing a feedback culture, 1on1 meetings, new meeting cultures (e.g. check-ins, focus time), workshops, collaborative team tools 
  • Change Management Communication: clear communication goals, knowledge of target groups and possible formats that are used at specific milestones over the course of the project 

The business models in your industry are changing, as are the needs of your customers. The opportunities are great, as are the challenges. 

What form should your business model take? How will you digitize, present and deliver your products and services to future customers? Will you utilize the creativity, skills and ambition that you and your team bring to the table? How can you organize work and leadership to become more flexible and adaptable in an ever-changing environment?

Think BIG. Start small. Be consistent. Learn. Develop further.

I support you in approaching change processes in your organization in an intelligent and strategically thought-out way. Initiating positive change is not about taking one big step. Rather, it’s a journey characterized by a mix of some bigger, bolder steps and smaller adjustments. In the spirit of an agile, iterative process with a built-in learning loop. 

All too often, change measures fail. To be successful, you need consistency and consistency in planning and implementation.

• Change management
• Strategy development
• Strategy implementation
• Business model innovation
• Digital transformation