BENEFITS AND GOALS OF ORGANIZATIONAL DEVELOPMENT
Change in organisations entails changes in working relationships, areas of responsibility and interfaces. In order to manage these changes in a targeted manner and actually achieve the desired effects, the actors involved need professional support. Conout promotes the common search process for improvement possibilities for the development of your organization. In this way we increase the effectiveness of your organisation in solving problems and achieving your goals.
Design of change processes
Integration of cultural change
Orientation towards customer needs
Response to changing market situations
FIELDS OF ORGANISATIONAL DEVELOPMENT
CULTURE AS ENABLER FOR CORPORATE GOALS
Corporate culture is a central competitive factor for organizations. Whoever deals with attitude and culture at every management level will be successful in the long run. Because only a motivating, appreciative corporate culture can activate organisations, teams and employees to perform at their best.
Cultural transformations take place on the following levels:
– Forms of cooperation
– culture of communication
– feedback culture
– management style
– error culture
– Decision making and decision-making paths
We accompany you in consciously and actively shaping a beneficial culture in your organisation.
SUPPORT DURING THE TRANSFORMATION TO AN AGILE ORGANIZATION
Many companies underestimate the social dimension when they decide to switch to the modern approach of agile management. Switching to an agile organization means to take completely new organizational paths. It is not enough to realign a strategy, rather processes have to be rethought.
Special attention is paid to the interaction level of the people involved, because the greatest challenge here is the human being and his network of relationships.
The three pillars of agile organization:
- Transparency: to be able to trust and learn to trust.
- Verification: the correct handling of mistakes and aberrations.
- Adaptation: A culture for flexible, goal-oriented thinking and acting.
When we accompany you in the TRANSFORMATION TO AGILE ORGANISATION, we first form the basis of agile cooperation on the social level. The second step is the (process-) technical adaptation and establishment of new project and communication forms.
IMPLEMENTING NEW STRATEGIES
A new corporate strategy will only be effective and visible to the outside world if it is supported and lived by all employees. We accompany your company in the implementation of new guidelines and in the development of a common understanding that connects the company and its employees.
We identify blocking rules, norms and behavioural patterns and replace them with new ones. Through a collegial development and dissemination of the new strategy, we ensure the flow of information – bottom-up & top-down – as a basis for decision-making and employee involvement.
Our team of trainers has a broad spectrum of knowledge and experience with a variety of methods.
SUPPORT DURING CHANGE PROCESSES
New fields of work, new colleagues, new structures and systems – this is just a small selection of the changes that restructuring or change processes entail.
We support you in actively shaping these processes and in involving and accompanying all participants thematically and personally.
We ensure that newly assembled teams are transformed into effective units and that changed structures and new processes are quickly incorporated into everyday working life.
PERSONNEL DEVELOPMENT FOR INDIVIDUALS OR TEAMS
We support you in the conception of your strategic personnel development and discuss the following questions in dialogue:
– Which measures are suitable to achieve your personnel development goals?
– Which forms of training do you use to optimally prepare your employees for upcoming tasks, promote social competence and motivation?
We conduct tailor-made trainings for your employees. Our offers for personality development are always action-oriented or experience-educational. We move in a mix between “experience – reflection – transfer” and professional input.
These three elements are repeated and mixed. Our aim is to impart knowledge to the participants that motivates them to expand their behaviour and change it sustainably.
You can find out more about this topic at Personnel development/Training >>>
ATTRACT AND PROMOTE TALENT
A new generation of employees is conquering the job market: Millennials and Gen Z – well-trained, motivated, full of self-confidence and extremely value-oriented. Nevertheless, there is a shortage of skilled workers, which leads to the much sought-after “War of Talents“. As a result, the recruitment market has changed from a buyer’s to a seller’s market.
But talent acquisition is only half the battle. Similarly, retaining talent is a key factor for long-term success. According to a study by Mercer and McKinsey, two out of every five millennials consider leaving their employer within the next 12 months.
Together with the communications specialists at RDB, CONOUT has therefore developed a unique model that is designed to solve the challenges of finding and retaining talent for Millennials and Generation Z in the long term.
IMPROVEMENT OF COMMUNICATION AND INFORMATION FLOW
A successful organisation thrives on the exchange of information with each other and with other teams and departments. Dealing with each other is open and criticism is expressed constructively. Our measures require and promote communication within and between teams.
In our workshops we bring people into relationship and give them room to listen and be heard. In this way we create and consolidate a positive communication culture in your team and strengthen the sense of togetherness.
IMPROVEMENT OF INTERDEPARTMENTAL COOPERATION
Interdepartmental cooperation as well as interfaces for a common togetherness – instead of antagonism – form the basis for effective cooperation within an organisation. In order to discover similarities, synergies and the added value of interdepartmental communication, we bring both content and people together:
In potentially competing areas (e.g. production and sales) or downstream areas (e.g. suppliers and customers), communication boundaries can disappear and an integrated way of working can be successful.
Through targeted measures and forms of moderation, we open up common perspectives for the future. Overarching and common goals are recognized, different cultures and subcultures are accepted in order to develop a common form of work.
CONOUT combines systemic organisational development with professional, action-oriented methods so that you and your employees achieve your goals faster. Communication and dialogue form the basis of our work.
We open up “action spaces” in which you can turn proven methods upside down and open up new perspectives. In this way we enable your employees to gain more understanding for sustainable change.
Our range of services includes workshop moderation, seminars, process support, training for small and large groups as well as supplementary coaching.
We develop your organization individually and purposefully:
- We use various diagnostic methods and tools to analyse the current situation as the basis for our consulting and targeted measures.
- Process consulting forms the framework of every cooperation, i.e. together with you we find the suitable way.
- We fill the concept with a coherent and sustainable package of measures.
With action- and action-oriented methods we bring people into interaction and create sustainable experiences:
1 Throughout the entire process, we see ourselves as pioneers and “facilitators” who enable you to achieve your goals.
2 If it makes sense, we also use outdoor training methods.
You yourself are the responsible main designer of the process.
You are the “Process Owner” – we are your “Facciliator”.
OUR LATEST CONTRIBUTIONS TO THE TOPIC
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