In order to instigate and guide processes of change in organisations, accompaniment through external consultants is often necessary. These consultants are responsible for designing and guiding the process, while you and your co-workers determine the content to be worked on.
As is the case in mediation, here too the basic procedural principle is to really reach those affected, to engage them directly in the process, and to get their support for the process. In this way it becomes clear how their enterprise can be effectively helped and how the employee situation can be improved.
Organisation Development (OD) is the classical participatory process.
It is based on the capacity of people to experience challenge and fulfilment in their work, and thus be able to achieve extraordinary results. Both the learning process of the individual as well as of the organisation as a whole belong to the aims of each organisation development process.
- in order to implement conflict management systems
- to introduce dialogue among employees
- to sort out the successor regulations in your business
- during a new orientation on the market
Team development supports work teams to focus on their tasks and on the collaboration required to accomplish these tasks. Inhibiting conflicts are resolved so that the capacity to work together is strengthened – without exposing anyone and with respect for all involved. Blockages that can often make the work place become a nightmare for the leaders and the employees can thus be dissolved. To do this we combine elements from mediation with classical team development approaches..