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04 Organisationsentwicklung Fuer Fuehrungskraefte

Organisational Development with Leadership Background

Organisational development is no longer a luxury. As a result of the massive changes and developments in the recent past, the social and economic environment has changed so rapidly and sweepingly that companies have no future unless they are willing to permanently rethink and relearn. If you want to support development, you have to promote and develop new ways of thinking, behaving and collaborating, instead of ploughing away at its effects. Companies can only be prepared for the future, if they succeed in releasing and capitalising on existing group intelligence. 

Our proven approach to organisational development focuses on the entire system or larger subdivisions, for example in the context of change projects. We also recommend working in smaller company units, such as on a team level or in senior management. Interventions on this level address neither the isolated leaders nor the entire organisation. Instead they create prototypical learning and development fields within the organisation, where new efficient work structures can emerge. 

A company, which develops on this level, will also change as a whole. Its ability to find new solutions to increasingly complex challenges will improve. As Otto Scharmer said, it will change from an ego-system to an eco-system. And although it is no longer about the leadership performance of individuals, the leaders can also „grow“ their personal abilities in this way. As the organisation becomes a „learning organisation“, leaders also learn - and vice versa. 

It is also worth considering which interventions could be expedient and useful to drive the organisational development on the leadership side. We present several approaches below.

Team Development and Team Consultancy

Team Development and Team Consultancy

Most achievements in a modern company are brought about by teams. Employee leadership is therefore above all team leadership. At the same time, teams are rarely fixed: employees come and go, project structures overlap team structures and many teams work „virtually“ spread across several locations. Even more important is a leadership, which lets a team grow step by step and creates the conditions for peak performance.

Leaders must master many different team situations. In accordance with the approach selected, we provide support, facilitation and advice on team processes. Approaches include:

  • Team development
  • Optimisation of teamwork
  • Conflicts or larger change schemes

The service is intended for:

  • Department heads, group and team leaders, who want to develop their team
  • Project managers who put together and advise teams
  • Leaders who face particular challenges in their work with teams (e.g. lead teams through changes)

Depending on the phase, highlights include:

  • Support with communication between leader and team
  • Coaching and empowerment of leaders
  • Moderation of team situations (kick-off, meetings)
  • Design of strategic and tactical communication by project teams

Team Development

For successful team development, leaders require expert knowledge about teams, group dynamics and leadership. In addition, they need the ability to initiate and moderate processes. Our support for team, group and project leaders includes:

  • Analysis of current team situation and review of team history
  • Clarification of concrete objectives and tasks to be attained with the team
  • Role clarification and alignment of existing employees with required team types
  • Enabling the leader to develop teams
  • Design of kick-off meetings and events
  • Support in preparing regulations, rituals and control mechanisms for the team

Live Moderation and Facilitation

Live Moderation and Facilitation

We use the existing resources and know-how of participants as part of our facilitation of long-term processes and in customised workshops. On request we can also contribute our external expertise. Whether we are moderating board meetings for three, workshops for 30 or group events for 300 participants, we always keep the desired objective in mind, take a neutral, intermediary and balancing position and guarantee visible and lasting results.

Leadership Conference

Leadership Conference

In the busy schedules of middle and upper management, there are barely any opportunities for discussion of basic issues. A secure space would be helpful, where leaders can look outwards, gain new impulses and expand their own perspectives in discussion with others in comparable positions. The leadership conference focuses on one or more leadership themes, which easily relate to the strategic objectives and current challenges faced by your company. High-profile keynote speakers, including „unorthodox“ figures such as artists, deliver insightful themed impulses. These theses can subsequently be reflected on and deepened in different forms and methods.

Leadership Retreat

Leadership Retreat

There are situations where the dialogue in middle and upper management falters. Mergers and restructuring processes are classic examples. Sometimes it is also simply the lack of appropriate opportunities, which hinder or prevent meetings between decision makers. In response to this situation, we moderate leadership retreats and provide optimum structures for constructive collaboration.

The program can focus on various key aspects: development of a vision, a strategy or new leadership guidelines, or the preparation or monitoring of change and restructuring processes. Leadership retreats strengthen commitment in the management team, improve the association of individuals with the company and promote mutual understanding.

Conflict Moderation and Mediation

Conflict Moderation and Mediation

Sweeping conflicts under the carpet is usually a bad strategy. The longer leaders wait to deal with smouldering conflicts, the harder it is to find solutions acceptable to all parties. It is therefore advisable to use external and professional support at the right time.


We offer conflict moderation or mediation as methods to resolve conflicts. Typical causes include mergers and change processes, a lack of collaboration between teams and departments, leadership conflicts and accusations of bullying. Our moderators and mediators lead the conflict parties through a process of clarification, which enables them to understand the other perspective and to work together towards an acceptable solution. You save time and money and all participants gain a high degree of self-responsibility and commitment.

Support on the Path to a Learning Organisation

Support on the Path to a Learning Organisation

The Zurich-based work and organisational psychologist Theo Wehner emphasised that individuals and organisations can only learn from their mistakes when making mistakes is no longer taboo. Therefor it is important to discard the old rituals of mutual accusation and justification and to speak of „unexpected occurrences“ in another way - so that learning and development areas can be recognised. As a result, your company gets to know its own work processes better and has access to more options than other companies.
Another way to deal with mistakes - this is only an example for long-term successful changes to the system and culture, which we can implement and support in your company as external consultants. The revision and re-organisation of decision, problem-solving and innovation processes promise high benefits in the long term. We provide support for you on this challenging but valuable path towards becoming a „learning organisation“. We work methodically secure, creative and communicatively proficient – as consultants and moderators on an equal footing.

We help you to bring about sustainable system changes by your own means, with which your company stakeholders can fully identify.

Neulands Campus in Your Company

Neulands Campus in Your Company

Neulands Campus in Your Company

Neulands Campus is a new management forum, which enables constructive dialogue on themes relevant to your organisation. These can be strategic fundamental issues, which are often neglected in day-to-day company operations, but also topics, which arise from current developments. The aim of the Campus format is to encourage participants to gain new and shared insights, which further the organisation as a whole.

Neulands Campus uses new facilitation techniques to bring different groups - managers in your company, external scientists and consultants - together to reflect on issues without any expectations regarding results. First of all, we gather questions in advance (motto: more good questions are lost than good answers found). Secondly, the campus facilitators help you to find, formulate and define new insights. The quality of the answers found results from the consistent involvement of different perspectives within the group.
At Neulands Campus your issues are addressed according to the following process:


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