cts. transformation

Corporate Culture

valuable – planning, strategically aligning and systemically implementing culture


integrative – grasp and optimize an organization as an entire healthy system


synergetic – systemically linking mediation, personnel development and coaching


Organizations are living systems that develop a – often unintended – dynamic within their life cycle.

Organisations can reinvent themselves and their culture with the participation of all employees.

Planning, strategically aligning and systemically implementing culture

System design is a young discipline of organizational development and transformation consulting. It is used to make major changes, such as cultural transformations, as well as the cooperation between classically positioned organizational units and agile scrum units compatible. It is a concept that systematically architectures the new via the aspects of mediation, personnel development and coaching. The special thing about it is that an organization is captured, understood, optimized and sustainably repositioned as a complete system. The consultant leaves and the system is able to perform alone on a new level. This gives organizations a unique selling proposition and makes them healthy, vital organisms.

Mediation is always used when conflicts endanger team success and hardenings have developed. Conflict costs arise which not only burden the company itself, but also its customer relations and image. Mediation provides a remedy here, but does not leave behind a conflict resolution system on its own.

Coaching helps individuals to gain a better understanding of the interaction between their own behaviour and that of others. Behaviour is made up of one’s own potential, experiences and behavioural patterns, which are retrieved depending on the subjective perception of environmental signals. Coaching allows us to recognise this and make it more flexible. Coaching makes sense in a given situation. Optimised behaviour does not change the whole system, but has a positive effect on it.

Organisational development serves to provide further training for individual people. Their abilities and skills improve and develop further. Ideally, the measures are linked to a feedback and target agreement system. In most cases they are only part of a standard offer.
The American Ury, as an organisational developer and mediator, has recognised that in a changing system one must provide for new structures, contact points and processes as well as for the qualification in dealing with them. This ensures that potential for conflict is transformed into continuous improvement, e.g. if you want to change the isolated work of individual departments to cross-functional interaction in a culture of entrepreneurship, empowerment and learning organisation.

Planning and designing a system with the skills of an organizational developer, coach and mediator is a very young course and new for many organizations. The participatory approach from the very beginning is unusual for many. Releasing the wisdom of the system and making it usable for a company is directly part of the planning.
Organizations that use system design to realign themselves are very successful in a short period of time and the employees identified and enthusiastic implementers.

  • Architecture of the transformation process from e.g. classical leadership to empowering, agile leadership and cooperation
  • Establishing guiding values of a good culture of leadership and cooperation
  • Training of internal contact points and train the trainers
  • Supervision and coaching of internal personnel developers, coaches and scrum master
  • Adjustment of competence models, personnel assessment and feedback systems
  • Adaptation of the role descriptions
  • Support during the evaluation before, during and after the change process
  • Consulting and ad hoc crisis management