Just as dynamic as the markets, organizations today and in the future may react to the so-called VUKA world. The ability of an organization to change and innovate is one of the most important factors for entrepreneurial success today. We integrate individually tailored and therefore suitable systems of the new working world for your company. All measures are guided by your corporate goals and your employees. Our goal is to enable and promote a sustainable flexibilization at your company by continuously building up knowledge.
Shaping future viability together - Our fast-moving, complex world demands a flexible willingness to change. With individual analyses and targeted communication, we enable new strategies, new working environments and sustainable transformation.
White paper: Remote Teamwork Guide
White paper: Remote Work Guide
Our client managed various upheavals caused by changing owners and company forms. In the last reorganization, our customer became a GmbH (limited liability company) again and took over tasks that had been centrally outsourced to the group independently. A certification of this GmbH was pending, since in the automotive sector a corresponding audit is required. In order to process this requirement in a timely manner, existing process descriptions were used and in part taken over 1:1 from the group processes. Later, the customer discovered that the processes developed and lived in parallel were different. The resulting difficulties in the form of unclear responsibilities and process flows that could not be represented also led to other inefficiencies. Individual areas were given tasks that did not originally belong there. This resulted in overloaded structures and participants in individual places.
Requirements:
The analysis of the inefficiencies, the ambiguities in the process landscape, the interface errors was a first starting point. The goal was to regain clarity, sharpen responsibility and structure.
Solution:
Via the analysis of process documentation, interviews and the implementation of the RASIC method, the goals were achieved.
Result:
Overall, all inefficiencies in the core processes could be clarified and provided with new responsibilities. The understanding of individual roles in the respective processes was established in the management circle and passed on to the teams.
Internal versus external organizational consulting - when and why do I consult outside experts?
Changes or adjustments in the organisation, no matter what size, have an effect on your employees, as the boss, the managers or the CEO. Internally, experiences exist regarding certain reactions. At the same time, blind spots develop over the years that are overlooked. External support is the way for you to uncover these things and not only encounter challenges again in the next phase. With our expertise, we bring to light exactly those things that are important for the success of the adaptation. In our strategy consultation on how to proceed, we show you the role we can play for you. Every well-functioning project needs a project manager who creates free space for you to do other things and at the same time keeps you involved in the process as a crucial component.
What is systemic organizational consulting? And what benefits does it bring to my organization?
In systemic organisational counselling, it is assumed that challenges cannot be solved by working on a symptom or turning a set screw. It is an interplay of different elements that make up the system. Therefore, a holistic approach is taken in systemic organisational consulting. This approach looks at structures, processes, principles and the employees working within them as a system. Replacing an employee may not be the only solution to the challenge, but it may be a measure. The holistic approach has the advantage for you that we do not only examine one element more closely, but also reveal the possible connections, which additionally serve to develop a solution strategy.
How do the ARTS consulting projects Change Management, Organizational Consulting and Organization of the Future differ?
In our transformation projects, we make a distinction in complexity or intervention in your organization and the time frame your topic takes. With our non-binding initial meeting, we clarify these framework conditions and address the appropriate approach to your challenge. In organizational consulting projects, there is often overlap with a change project. This depends, as described, on the complexity.
In our process steps we have mapped this constellation between organizational consulting, change management and organization of the future.
| Organisational consulting | Change Management | Organisation of the future | |
| Transformation understanding | First specific starting point | Evolutionary change with a specific thematic focus | Holistic evolutionary change of the organization |
| Scope | Partial, delimitable subject area | Organization-wide | |
| Project implementation | Both classic and agile project management possible | Recommended to be carried out in the form of agile project management | |
| Target | Optimization or redesign, e.g., in terms of efficiency or effectiveness in a specific area or process. | Overarching change in a component of work design with a change in work culture | Transformation towards a future-oriented form of organization |
Our organizational consultants plan and secure concrete steps of change together with you. Get to know us and arrange a non-binding initial meeting!
