Success today requires agility and the drive to constantly rethink, react and reinvent. - Bill Gates

Agile working and methods such as Scrum, Kanban or Design Thinking are nothing new for many teams. Decentralised teams that organise themselves and take responsibility for their area are much more successful in a dynamic and complex environment than companies with central control and rigid hierarchies. Here is an example: A small management team develops a five-year plan and delegates areas for action. This means that valuable knowledge available in the organisation is not used and at the same time limits the ability to adapt when unplanned events occur.

This is precisely where we come in with our ‘New Work’ consulting and our many years of expertise in the agile field at LEITWERK. On the one hand, we help teams to establish agile working methods so that they can get to work quickly, coordination paths are shorter and decisions are made faster. On the other hand, we understand agility at an organisational level. This means developing into a learning organisation across the board. Specifically, this can include elements such as an attractive vision for the future, modern organisational forms, strengthening the culture of reflection and feedback, etc. The overarching goal is to develop a learning organisation that can continuously adapt to customer needs and changing conditions.

Gaining trust is the most inspiring form of human motivation. - Stephen M. Richards Covey

Leadership is a complex task. Changes in the world of work mean that the demands on managers are changing or increasing. There are different opinions and experiences as to what ‘good’ leadership means, how employees are motivated, how goals are defined and how tasks are delegated effectively. These are just a few examples of tasks to which managers must find individual answers for their employees. To do this, it is helpful for managers to become aware of their own understanding of leadership as part of a leadership coaching programme.

For us, leadership coaching is an important lever in ‘New Work’ consulting. In leadership coaching, we provide structured support in reflecting on leadership tasks, establish an understanding of the various roles in leadership and sharpen your own attitude towards leadership. This makes leadership more conscious and ultimately more effective. The specific topics in which we support managers and management teams vary depending on the context, objectives and maturity level of the organisation.

Coming together is a start. Staying together is progress. Working together is success. - Henry Ford

According to Patrick Lencioni, a lack of trust, shying away from conflict and responsibility, a lack of commitment and a focus on results are the five dysfunctions of a team. These can be exacerbated in a hybrid or virtual environment. This leads to communication barriers, misunderstandings and delays. But that's not all, because other effects such as a drop in employee satisfaction, lower productivity or a lack of innovative strength also occur. There is often a lack of clear communication structures or suitable communication tools and formats for effective collaboration.

We support and accompany companies in strengthening collaboration and communication in teams and organisations. We consider both the personal level in teams and the methodological level. This means that we jointly develop, implement and continuously improve customised collaboration and communication formats. These can be, for example, open spaces, working-out-loud sessions or communities of practice. This creates new spaces and exchange formats for teams and organisations. We also provide inspiration on how communication platforms and tools can be used effectively.

Metaphorically speaking, resilience is not so much our backbone as our ability to strengthen the muscles that hold our backbone upright. - Adam Grant

The pressure to perform and change is constantly increasing for every individual and also for companies - be it due to a lack of skilled labour, unattainable goals, stricter rules and regulations or increasing competition. The ability to adapt to such changes is the key to coping better with ongoing pressure and exhaustion. This is exactly where we support you. Overall, it is clear that in a dynamic and uncertain environment, resilience plays a crucial role in ensuring the continuity and success of organisations.

Resilience coaching aims to strengthen the resilience and adaptability of individuals and organisations as a whole. We offer individualised support in 1:1 coaching sessions to strengthen mental resilience in order to deal effectively with stress, change and challenges, thereby promoting personal well-being and performance. Resilience can therefore be described as an inner strength that enables us not only to overcome crises, setbacks, failures and difficulties, but also to emerge stronger from them.

You can't set up a culture and then ignore it. - Reed Hastings, founder of Netflix

The culture of a company is characterised by stories and the repetition of behaviour. If an action leads to success, it is reinforced and maintained. Convictions, standards and rules are formed from this. This ‘process’ of cultural development takes place unconsciously in companies and so certain practices and behaviours creep in that shape the culture. For this reason, culture can only be influenced indirectly - it takes time and commitment to achieve lasting cultural change in companies.

As part of LEITWERK's ‘New Work’ consulting, we support cultural change in companies and pay attention to various aspects such as mindset, values, norms, standards, practices and rules. We see four possible starting points for sustainable cultural change: 1. a common fixed star in the sense of a cultural mission statement and shared values, 2. joint changes to processes, 3. (behavioural) training so that new practices become possible, and 4. continuous feedback and the will to become a learning organisation.