Agile organisation: Consulting and development

For us, the term “agile orga­ni­sa­tion” defines a company with a high degree of ability to change, inno­va­tion and lear­ning. This requires new forms of working toge­ther, how to manage projects, how to orga­nise oneself. It is about self-orga­ni­sa­tion, about the distri­bu­tion of autho­rity, about the clarity of roles and the effec­tive orga­ni­sa­tion of meetings and decision-making processes – without the orga­ni­sa­tion drif­ting into chaos.
Using the comple­xity matrix we diagnose with our clients whether and if so, which type of agile orga­ni­sa­tion is the right one for their company and situa­tion. We are fami­liar with and also versed in hola­cracy but we are honestly more keen on tail­oring a suitable manage­ment model to each orga­ni­sa­tion rather than intro­du­cing stan­dard solu­tions.
One crucial factor here is the orga­ni­sa­tional culture. With the know­ledge that we cannot change culture in a direc­tive manner as it is an unde­ci­dable decision criterion, we trigger the further deve­lo­p­ment of culture through targeted input that serves the agile organisation.

Consulting cases for agile organisations