Organizations are smaller or larger groups of people pursuing a common goal and cooperating to fulfill a joint task. The success of an organization, such as a family business, government agency, department of or entire industrial company, depends largely on the following factors:
Given the diverse aspects of an organization, Organizational Consulting is a wide and large field. It ranges from advising leaders of the organization, to assisting in the creation of a viable, sustainable and motivating mission statement, to recognizing, working through and resolving destructive, inhibiting and paralyzing internal conflicts, to providing structural, organizational and staff analysis of the whole organization with a view to increasing productivity and improving the work climate, the organizational processes, the communication and internal relationships, as well as the staffing composition at all levels of the organization.
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Organizational Consulting is a mandate given to the Organizational Consultant by an organization and regulated by written contract. This mandate can vary greatly in scope depending on the size of the organization and the range, depth and complexity of the problems to be solved. Therefore, each acceptance of a mandate is preceded by precise clarifications in order to define the mandate in an optimal and target-oriented manner.
After first clarifying discussions and information gathering, and depending on the needs and goals of the organization, the consultant submits an offer, specifying the objectives of the consulting process, the services to be delivered by the consultant, the cooperation setting (single sessions with leaders vs. group/team sessions, implementation steps, evaluation, etc.), as well as the fee.
After acceptance of the offer and conclusion of the contract, full payment of the fee is due.
Organizational Consulting is a circular process that proceeds through several steps: Creating a Vision – Buildung trust – Problem Analysis – Proposal of Solutions – Implementation of concrete change, Evaluation, and so on. This process may run through several cycles until the goal is reached.
A change process usually follows characteristic stages:
My approach to Organizational Consulting is based upon my solid knowledge of Sociology, Systems Theory, Organizational Psychology, and Psychoanalysis. The latter is especially important for understanding unconscious processes in organizations (power structures, personality traits of leaders, unconscious inhibiting beliefs and myths, problems of generational change in family businesses, etc.).
Organizational Consulting only succeeds when a strong relationship of trust is established between the leaders of the organization and the consultant. I therefore pay special attention to the sometimes unintentional resistances to any kind of change. It is pivotal that these should be openly put on the table and discussed from the very beginning. It is precisely the subliminal and unexpressed resistances that may sabotage a change process. I encourage all members of the organization to face the challenges posed by a profound analysis of the organization’s existing problems and to engage in a transformational process.