Conscious organizational design creates the conditions for your strategy to become implementable. It reduces internal complexity, clarifies responsibilities, shortens decision paths, and synchronizes strategy, structure, and people into an integrated system.

The result: Leaders gain freedom for strategic work, teams collaborate more effectively, and your organization becomes more adaptable. Holistic organizational design combines Organizational Design, Organizational Development, Organizational Effectiveness, and Strategic HR Management. The result is an organization that functions, grows, and adapts without needing constant readjustment.

Because knowledge and skills are not available at the push of a button. We anticipate future roles today to ensure your strategy doesn't fail due to skill gaps.

By talking. In an initial conversation, we clarify your challenge, and I outline how I would proceed. You then decide if the approach feels right for you. 

My approach is context-sensitive. There is no blueprint, but always a joint analysis of the current situation and the desired target image. We start with the vision (where do you want to go?) before diving into the analysis. This way, people think in terms of possibilities instead of limitations.

Ich liefere keine fertigen Konzepte von der Stange, sondern  arbeite co-kreativ. Mein Fokus liegt auf der Architektur des Gesamtsystems. Ziel ist es, dass Ihre Organisation lernt, Anpassungen selbständig vorzunehmen, statt dauerhaft von externer Expertise abhängig zu sein.

Through Puzzle Transformation, the operating system for change. We work within the rhythm of your organization. Instead of monumental projects, we implement changes step-by-step. We modify the framework conditions (the design) so that new behavior becomes logical, meaningful, and effective for those involved. Regular feedback loops ensure that the system continuously learns and adapts.

Wherever internal complexity hinders leadership or HR work, regardless of company size. My clients range from growing SMEs to international corporations. The decisive factor is not the size, but the question: Is internal complexity obstructing your ability to act?

• In Organizational Design: I support leaders in designing structures that sustain growth or realignment. Here, organization is always a leadership topic, whether it affects the entire company or specific divisions.

• In HR: I help companies align the HR function more closely with corporate strategy. Whether HR acts as a strategic partner or an efficient support system depends on your specific goals. 

The spectrum ranges from growing SMEs to the realignment of corporate divisions. For large-scale projects, I draw on a proven network of specialized experts.

With a non-binding initial conversation. We clarify your current challenge and check whether targeted sparring, mentoring, or a structured format like Vector³ (more on this in my articles) is the best way forward.