Organizational Consulting Worldwide

Organizational Consulting

Organizational consulting empowers companies to align their structure and strategy.

Alignment enhances efficiency and sustainable growth in business. As headhunters and strategic consultants, we understand the need for adaptation and change. Our expertise lies in recruiting the right talent but also in fostering change through organizational alignment processes.

Signs of need for organizational alignment:

Employee Disengagement

A lack of commitment can lead to uncertainty in the company's direction.

High Rotation

A frequent change in staff indicates dissatisfaction or a possible mismatch in occupations.

Interdepartmental Tension

Constant disagreements between departments may generate dissatisfaction and low productivity.

Poor Financial Results

Decreasing financial results suggest operational inefficiencies.

Crisis Management:

Constantly putting out fires rather than strategizing for growth is a red flag.

Lack of Innovation

A lack of fresh ideas leads to constant stagnation.

Our Organizational alignment methodology:

Planning and communication

Collaborating with company leadership to establish criteria and develop a custom corporate message for executives.

Interviews and tests

Focus on understanding how participants perceive and contribute to the company's strategic vision.

Role-plays and case studies

Encouraging positive teamwork in dynamic environments, addressing real-world challenges.

Action plan

Providing detailed performance analysis, objective-driven roadmaps and training materials.

Our Organizational alignment methodology:

Planning and Communication

Collaborating with company leadership to establish criteria and develop a custom corporate message for executives.

Interviews and Tests

Focus on understanding how participants perceive and contribute to the company's strategic vision.

Role-plays and Case Studies

Encouraging positive teamwork in dynamic environments, addressing real-world challenges.

Action Plan

Providing detailed performance analysis, objective-driven roadmaps and training materials.

When is organizational alignment necessary?

Case study

Organizational Consulting in a Growing Business

Diagnosis of situation: A major German player in the global insurance industry faced a significant challenge when acquiring a local American insurance company. The merger resulted in duplicated responsibilities across key functional roles (i.e. two Chief Financial Officers (CFOs), two Chief Human Resources Officers (CHROs), etc.) This redundancy created confusion to make decisions and compromised efficiency.

Implementation: The company needed a solution to assess its executive team and create a new organizational structure that would integrate both teams seamlessly under a single brand. Our organizational consulting approach began with a comprehensive analysis of the existing structure and communication channels. We conducted a thorough diagnosis, including talent mapping and a departmental functionality review. To address the challenges, we implemented a succession plan, established real-time feedback, updated the onboarding process for new executive roles, and provided individual coaching to key personnel.

Results: The results of our organizational consulting efforts were transformative for the company. This new structure facilitated more efficient decision-making and enhanced communication throughout the organization. The unified brand presence in the American insurance market strengthened the company's position, fostering growth and success in its expanded global operations. The company's ability to adapt and align its organizational structure effectively positioned it for continued success in a competitive industry.

Organizational Consulting in a Growing Business

Diagnosis of situation: A major German player in the global insurance industry faced a significant challenge when acquiring a local American insurance company. The merger resulted in duplicated responsibilities across key functional roles (i.e. two Chief Financial Officers (CFOs), two Chief Human Resources Officers (CHROs), etc.) This redundancy created confusion to make decisions and compromised efficiency.

Implementation: The company needed a solution to assess its executive team and create a new organizational structure that would integrate both teams seamlessly under a single brand. Our organizational consulting approach began with a comprehensive analysis of the existing structure and communication channels. We conducted a thorough diagnosis, including talent mapping and a departmental functionality review. To address the challenges, we implemented a succession plan, established real-time feedback, updated the onboarding process for new executive roles, and provided individual coaching to key personnel.

Results: The results of our organizational consulting efforts were transformative for the company. This new structure facilitated more efficient decision-making and enhanced communication throughout the organization. The unified brand presence in the American insurance market strengthened the company’s position, fostering growth and success in its expanded global operations. The company’s ability to adapt and align its organizational structure effectively positioned it for continued success in a competitive industry.

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