Architecture & Facilitation of Change Programmes

Analysis and Assessment: Understanding the starting point as well as the breadth and depth of the change journey through analysis of the existing organisational structure as well as its communication and decision making patterns.

Change Architecture: Individual design of change programmes in close cooperation with the organisation to build a framework that facilitates the appropriate application of change measures and anticipation of change impacts.

Facilitation: Longer term regular reviews together with the organisation of its change process progress and fine tuning of action plans to ensure sustainable change and agility.


Sparring Human Resources & Outsourcing

Human Resources: Analysis of existing HR structures and processes throughout the employee lifecycle with focus on strategic purpose and future viability to improve efficiency and to ensure optimal support of the organisation.

HR Transformation: Evaluation of organisational demands in the HR function and pragmatic proposals for design of a new HR architecture whilst respecting internal customer needs and the business environment.

Outsourcing: Review and challenge to current or planned outsourcing scenarios to deliver insight on individual business requirements and critical success factors for the outsourcing partnership.


Team Development &

Vision and Strategy: Development of successful behavioural patterns in order to manage the fine balance between achievement of strategic goals and the fulfilment of today’s organisational requirements.

Roles and Processes: Generation of smart solutions to successfully integrate historically established structures with newly designed roles and processes.

Cooperation and Leadership: Analysis of collaborative structures and identification of appropriate forms of communication, self-organisation and purpose to operate in an agile and flexible way within the organisation.


Improve innovation capability

Based on empirical success factors we have developed a procedure model that helps improve innovation capability. By means of four perspectives we support companies in the determination of the status quo, the architecture of future innovation processes and their continued development.



Uniqueness: Every organisation is unique, shaped by its history, its structure and its people. Sustainable change can be accomplished if this uniqueness and the related organisational demands are consciously factored into the solution design.
Curiosity: To uncover new potential it requires curiosity and an investigative spirit. This implies respectful questioning of the current situation and developing new perspectives on established structures and patterns. Curiosity will help strengthen the organisation’s own sustainability and innovation level.
Problem Solving Ability: No one knows the organisation, its environment, challenges and potentials better than its staff. Utilizing employee knowledge and perspectives in the search for solutions will create sustainable and widely supported change.
Humour: Without a little fun, change is hard to achieve. A humorous approach can help create distance and avoid tunnel vision in the search for creative alternatives that will make a difference.

About us

„Developing creative environments with our clients to build solutions that have the future in mind.“

The central theme that constantly accompanied and fascinated us from the start of our own journey was always “change”.

Change of an organisation as a whole – the development, the modification or the reorganisation in order to remain successful in the market. Change as a continuous cycle of reviewing and modifying the composition of HR as a function and how it impacts on the organisation.

In our work with clients we see ourselves as sparring partner at eye level who facilitate the architecture of complex change programmes and support sustainable future development.

As an organisation we do pro bono work and regularly support social institutions.

Karin Hilgenberg // Annette von Schröder // Jan Klose

Profile Jan Klose