Organizational transformation - S&P Consulting SE

[ultimate_heading main_heading=”Organizational transformation” heading_tag=”h1″ main_heading_color=”#ffffff” alignment=”left” main_heading_style=”font-weight:bold;”][/ultimate_heading][ultimate_heading main_heading=”Coordinated changes at the strategy, organization, and personnel levels” heading_tag=”h3″ main_heading_color=”#ffffff” alignment=”left”][/ultimate_heading]

Is your organization ready for the future? Together with you, we develop a customized roadmap for a successful organizational transformation to align the success of your organization for the future in the fast-moving age of digitalization, climate neutrality, and sustainability. Starting with the strategic positioning in attractive markets to the development of an organizational culture that promotes the achievement of your strategic goals and strengthens the competitiveness of your organization.

As a systemic organizational consulting firm, S&P Consulting understands how to purposefully interlock strategic, organizational, and personnel development and thus effectively strengthen the resilience of your organization. Leadership and organizational culture are key levers for achieving your future vision and successfully developing adaptability in dynamic environments. Therefore, we integrate them proactively into the consulting processes from the very beginning.

Evolve your organization with us in a goal-oriented way.

[ultimate_heading main_heading=”HARNESSING system intelligence” alignment=”left”][/ultimate_heading][ultimate_heading main_heading=”A key factor for organizational transformation” heading_tag=”h3″ alignment=”left”][/ultimate_heading]

Organizational transformation is a challenging process. Its success depends to a large extent on whether managers and employees rationally and emotionally understand the strategic goals and support the changes needed to achieve them. This applies across all industries, whether in the automotive industry, mechanical engineering, IT, finance and administration, the chemical industry, or even the energy sector. Within the framework of our intervention architecture, we integrate initiatives at the levels of strategy, organization, and personnel, thus enabling successful transformation in a strategic context:

[ultimate_heading main_heading=”Develop an attractive future vision” heading_tag=”h3″ el_class=”tablethead”][/ultimate_heading]

For orientation, an organization needs a meaningful and attractive vision of the future that employees know, understand, and live. The future vision comprises the future identity of the business policy and the associated future strategic positioning.

[ultimate_heading main_heading=”Market, customer, and environment analysis” heading_tag=”h3″ el_class=”tablethead”][/ultimate_heading]

How well do you really know your market and your customers? The acquisition of valid outside-in data by us on market developments, competitive strengths, customer expectations and potential, as well as relevant framework conditions, which are specifically incorporated into the process of strategy development or sharpening of the existing strategy, provide clarity and deliver added value.

[ultimate_heading main_heading=”Development and anchoring of the strategy map” heading_tag=”h3″ el_class=”tablethead”][/ultimate_heading]

A strategy cannot be implemented if it is not understood. A strategy cannot be understood if it cannot be clearly described. The strategy map provides security and is a structured and comprehensive framework for strategy description and implementation.

[ultimate_heading main_heading=”Reflect on leadership and communication structure” heading_tag=”h3″ el_class=”tablethead”][/ultimate_heading]

Organizations thrive on decisions being made. Without communication, there are no decisions; without decisions, things grind to a halt. The introduction of suitable communication platforms and routines represents an essential success factor for arriving at viable decisions in strategy work. Here, the available information and impulses are discussed, reflected upon and differentiated in an adequate form – always with the thematically relevant players at the table.

[ultimate_heading main_heading=”Strategy implementation and effectiveness monitoring” heading_tag=”h3″ el_class=”tablethead”][/ultimate_heading]

explosion of a traditional electric bulb. shot taken in high spe

Successful strategy implementation requires a clear distinction between the timely and formal implementation of strategic measures and the degree of target achievement. Effectiveness monitoring measures the achievement of objectives in the financial and customer perspective, while implementation monitoring measures the degree of implementation of strategic measures in the process and learning or development perspective.

[ultimate_heading main_heading=”Learning architectures to strengthen innovation” heading_tag=”h3″ el_class=”tablethead”][/ultimate_heading]

An interlocked organizational and personnel development enables organizations to face changes and the growing complexity with more ease. Learning architectures ensure that the necessary development of competencies on the part of employees is dovetailed with the implementation of appropriate organizational frameworks in order to be able to meet changing requirements.

Together with you, we create solutions that provide security for tomorrow and commitment for the future.

[ultimate_heading main_heading=”Develop strategy and organizational culture simultaneously” alignment=”left”][/ultimate_heading][ultimate_heading main_heading=”Enabling organizational transforamtion” heading_tag=”h3″ alignment=”left”][/ultimate_heading]

The lived culture contributes significantly to the success of an organization. It is deeply rooted in the organization and has a decisive influence on the organizational identity as well as the overall coordination of behavior in an organization. Restructuring and strategy processes can therefore be implemented more effectively if they take organizational culture into account and incorporate it.

Organizational culture is rarely explicit: As a rule, people think they know roughly what their own culture looks like – but it often cannot be substantiated or clearly put into words. Its influence is also seldom recognized in everyday life and is underestimated in most cases.

Culture cannot be changed at the push of a button or by decree, but there are various levers that enable an implicit influence on the organizational culture. For example, even the selection of managers and levels involved in strategy development has a culture-producing effect. This decision represents one of many levers for culture development and has a significant influence on the acceptance of the strategic positioning within the organization.

For successful strategy implementation and organizational transformation, it is essential to make the strategic challenges a broadly discussed topic within the organization. In this way, it is possible to mobilize the existing system intelligence for strategy development – and to lay the foundation for successful strategy implementation.

As experienced systemic organizational consultants, we include reflection on the organizational culture as well as the leadership and communication structure in the development of a client-specific intervention architecture, thereby significantly increasing the probability of success of transformation processes in a strategic context.

Interaction between strategy and corporate culture

Mobilize with us the organizational culture and the system intelligence available in the organization as a success factor for the efficient achievement of your strategic goals

[ultimate_heading main_heading=”Design your future with us” alignment=”left”][/ultimate_heading]

No organization is like another – which is why we always tailor our consulting services in a strategic context, taking into account the specific needs of our clients and the individual DNA of the company. Within the scope of the service modules listed below, we analyze your development needs and work with you to create holistic development plans for the targeted further development of your strategy and an organizational transformation.

[ultimate_heading main_heading=”Variants for the entry into the organizational transformation” heading_tag=”h3″ alignment=”left” main_heading_margin=”margin-top:30px;”][/ultimate_heading]

Strategy Review

Review of your current strategic positioning, taking into account current market developments, trends and requirements for climate neutrality and digitalization, and examination of the perspectives of the strategy map – values, finance, customers, processes, and learning and development (“enablers”).

Duration:
1- to 2-day workshop

Result:

Concretization of the strategic positioning
Recommendations for action for strategy implementation and organizational anchoring of the vision of the future

Capturing the organizational culture

If market conditions change, companies not only need to realign their strategy – their corporate culture must also accompany the change. With the Systemic Culture Compass we open up the black box of corporate culture and make it discussable and workable in an effective way.

Duration:
3 – 4 weeks

Result:

Validated assessment of the current culture and a representative picture of expectations with regard to the elements of the target culture
In the next step (optional): Development of a customized intervention and learning architecture for strategy-compliant development of the organizational culture based on the available data.

Strategy development with the integration of system intelligence

We interlink internal and external knowledge, experience and assessments in customized process architectures so that new insights are generated. You obtain intelligent and new solutions and at the same time generate maximum commitment among all those involved as the basis for successful implementation.

Duration:
3 – 6 months

Result:

Target clarity for the organization in terms of strategic positioning
Concretization of target/actual differences as a benchmark for all employees and in the organization for the implementation process
Consolidation of commitment in the management team as a basis for the development of a strategy map and the associated implementation processes

[ultimate_heading main_heading=”Insight into one of our ongoing client projects for organizational transformation” alignment=”left”][/ultimate_heading]

Video summary of an event held as part of a client project, illustrating our approach and its simultaneous effect in terms of sharpening the strategic positioning as well as developing the organizational culture:

[ultimate_heading main_heading=”Let’s talk” alignment=”left”][/ultimate_heading]

Achieving long-term success in the fast-moving age of digitalization and climate neutrality. As an experienced systemic organizational consultancy, S&P Consulting understands how to successfully orchestrate the levers for the holistic transformation of your organization, effectively strengthening its resilience and adaptability.

We look forward to talking to you in person!

Dr. Sina Haupt
Senior Project Manager

+49 4102 69 93 21

Frédéric Sedlák
Senior Consultant and Authorized Officer

+49 4102 69 93 22