Organizational Development
Do you wish for more ownership and responsibility in your organization? Let's create a healthy and successful work culture – where structures make sense, where people take ownership of their roles and responsibilities, and where collaboration, learning and growth take place.
Your organization is developing? Perhaps you are introducing new structures, new processes, or you digitized parts of your operations. Even the best change can create confusion and resistance in an organization. We support you both in assessing the impacts and guiding you through changes – in a way that brings everyone together. We design and moderate strategy sessions, cultural transformation processes and implement structures that improve self-organization. This will make your organization resilient when facing future changes.
Empowering
Using both our knowledge of design thinking and our ability to support and facilitate processes, we can help you find a way to design and implement your strategy throughout the organization.
2. Implementing
Changes in strategy and ways of working are often followed by the need for behavioural changes. We support our clients in realizing when cultural transformation needs to take place and help them to foster inspiring ways of communicating and implementing the change.
3. Reflecting
We are big fans of taking time to learn. We support our clients in taking time to reflect on their learning loops and designing learning journeys for the entire organization.
Every process with an organization is different and tailor-made. Therefore, it is difficult to give a comprehensive overview of a general process with us. What we can say is that we use DIRECTION, MOVEMENT and EMBODIMENT in every process.
direction by providing a space for people to align around a collectively held purpose.
movement by paying attention to rhythms, rituals, protocols, and sessions as well as supporting cultural transformation.
embodiment by deepening the art of reflection and learning habits in order to become more autonomous and self-governing as a whole.
Our role as guides
There is a goal and a way to achieve it. Our role is to co-design the path, enriching it with our knowledge of facilitation, cultural diversity, and organizational development. We focus on weaving a red thread throughout the entire project, ensuring that what emerges is continuously tellable.
Each process is unique, and each intervention requires special attention in the moment. We've learned that the success of a process depends on how well the process design adapts to the group, not on how well the group adapts to the process.
How we work
Phase 0: At the beginning of every process, we want to get to know you and for you to get to know us. We believe if you are working with people that you can trust, it will bring you somewhere you would not get by yourself. If we decide to work together, we will make an offer for phase 1.
Phase 1: In this phase, we want to get a broader understanding of your challenge. We believe we work in a system that is complex and that we cannot function with just one view point. In this phase we work to understand, using interviews, workshops, dialogue, group interviews. Then we sit together and share what we have discovered. From that we see what is needed and decide how to move forward. On every step of the way, we work together with you and include you wherever possible. At the end of this phase we decide on the process for phase 2.
Phase 2: In this phase we design a journey tailored to your situation. It can include rhythms, sessions, coachings, workshops, teachings, rituals, excursions, mirroring, prototyping etc.
Phase 3: Now it’s all about you. It is about looking at interventions and sessions that you want to take into the future. It is about harvesting the learning from the work we did together, and to make sure that new skills and attitudes live on and grow further into the organization.
Tools and Methods we work with
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Process Work
Prozess oriented psycology applied for conflict resolution.
By Amy and Arnold Mindell. -
Process Consultation
Psychological and social dynamics within organizations.
By Edgar Schein. -
Nonviolent Communication
An approach to better communication.
By Marshall Rosenberg and Miki Kasthan. -
Sociocracy
Tools and protocols for flat organisations and self-organising teams.
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Delicate Lodge Teachings
Ancient Earth Wisdom tools originating from the Mayans and Toltecs.
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Design Thinking
Innovative problem solving.
By Tim Brown. -
Bohmian Dialogue
Transformative group conversation.
By David Bohm. -
Radical Collaboration
Collaboration training for teams.
By Jim Tamm. -
Theory U
A method for effecting change personally, organizationally, in communities and globally.
By Otto Scharmer and Arawana Hayashi.
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Group Dynamics
Dynamics and roles individuals take on in groups.
By Kurt Lewin.
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Appreciative Inquiry
Organisational change focusing on strengths rather than on weaknesses.
By David L. Cooperrider.
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Systems Thinking
A holistic approach to analysing systems parts and wholes.
By Peter Senge.
«Natalia and Sidsel accompanied us through the first steps on the way to a new study model and the associated reorientation in terms of content and organization. Their fresh, attentive and uncomplicated manner gave us security. This allowed us to courageously let go and think, dare and dream anew without losing our grounding or the goal in front of our eyes. We thank you very much for this opportunity!»
– Marijke Hoogenboom, Departementsleitung ZHdK
Stephanie Witschi, Geschäftsleitung Theater, ZHDK
