Good solutions! Sustainable realisation!

In transformation processes at the organisational level, it is not only about developing solutions, but also about managing the accompanying processes of transformation. In terms of content – strategies, processes and structures – we create platforms and provide methods that make targeted use of your employees’ creativity. At the management level, we develop a project structure and change architecture that ensures that your solutions are implemented sustainably in practice.

No involvement. No commitment!

Digitisation processes and retention management require in-depth expertise to develop new solutions for your organisation. Systemic strategy development, innovation management and change management not only require experience, but also a broad spectrum of methods to awaken the creativity and commitment of your employees – and, above all, to make it usable.

That’s better!

We have the rare ability not only to shape the content of change processes, but also to successfully manage their implementation. Our solutions are based on innovative methods such as systemic strategy development, design futuring or hackathons. In the area of retention management, you benefit from our in-depth HR expertise. Our team of consultants also has extensive experience in managing digitalisation, cultural development and restructuring projects. We combine the best of systemic consulting, agility and design thinking to create modern and sustainable change architectures.

It works!

By involving your employees in the development of strategies and solutions at an early stage, we strengthen both the understanding and the acceptance of the impetus for change at the management level. better.company supports you in this process – from developing solutions to implementing them – all from a single source. This ensures that there are no gaps between content consulting and change consulting. We keep at it until it works. This saves money, time and nerves – and is much more fun too!

Culture eats strategy for breakfast. This bon mot from Peter Drucker illustrates the importance of corporate culture for every transformation process. It influences behaviour, communication and decision-making processes within the company. An open culture that is willing to learn makes it easier to deal with change and promotes employees’ willingness to break new ground. During the transformation, cultural aspects must be taken into account and, if necessary, further developed in order to sustainably anchor the desired changes. Targeted measures can be used to strengthen values such as trust, collaboration and a willingness to innovate, which makes it much easier to implement the transformation goals.

As part of the transformation at the organisational level, the content of the desired change is defined, e.g. goals, strategies, problem solving, cultural changes, and the implementation of the changes is managed, e.g. through change and project management, OKR, etc. When designing the context level, the framework conditions of the organisation are adapted to support the desired changes. These are, for example, the internal incentive systems (targets, commission regulations, selection criteria, etc.) or also the internal communication or participative decision-making processes. This is also called system qualification and, in combination with the work with the people affected, the personal qualification, is crucial for the success of your transformation.