Organi­zational Development Consulting

“We create readiness for change so that your transformation supports your strategic direction.”

THE TYPICAL STARTING POINT

The strategy and roadmap have been defined, but the organization and its leaders are overwhelmed. There is a lack of readiness for change, courage, and a concrete “how”. Transformations rarely fail because of the idea itself. They fail because people are not brought along and new structures and roles exist only on paper. For more than 20 years, Breitenstein has supported organizations precisely at this intersection: between what has been decided and what actually happens.

We advise companies on organi­zational development based on their strategy, with a focus on change management and leader­ship as a multiplier.

WHAT WE MEAN BY THIS

Readiness for change does not develop on its own. It must be built at every level – from strategy through structures to mindset, and from leadership to project teams. This is precisely our core competence. We support mid-sized companies, corporations, and public-sector organi­zations. We create clear structures, management models, and an under­standing of leader­ship that supports change. We accompany you from the initial diagnosis through to sustainable integration into day-to-day operations.

OUR APPROACH

Step by step toward a trans­formation that takes hold in day-to-day operations

How does change truly take hold within an organization? Our organizational development consulting begins where strategy consultancies often stop. Whether the context is digitalization, strategic realignment, restructuring, or company acquisitions, our three-phase approach combines diagnosis, design, and imple­mentation and adapts whenever something changes during the process.
1 | Analyze readiness for change
We begin with a structured assessment of the current situation to measure the organization’s readiness for transformation: What is driving the change? Where are the actual obstacles? Which levels of the organization are affected?
2 | Develop a transformation concept
We develop the transformation strategy together with your leadership team: the change case, a clear transformation roadmap, and a compelling change story with an accompanying governance model that works in day-to-day operations.
3 | Implement and embed measures
We support implementation and communication at all levels and empower your organization through engagement initiatives, training, and consistent performance measurement.
For us, change is only successful when it is embedded in the culture and reflected in measurable results for your company and your customers.

OUR SERVICES

Our service modules for transformation support

Identify areas for analysis and change

  • Analyze strategic objectives and derive metrics
  • Conduct an organi­zational diagnosis and current-state analysis, including interviews, focus groups, data analyses, and 360-degree surveys
  • Prepare an analysis report with prioritized change levers
  • Define key perfor­mance indicators (KPIs)

Develop a trans­formation compass and create clarity

  • Define the change case: Why now? What is at stake?
  • Analyze stakeholders and manage resistance
  • Define transformation levels and plan implementation
  • Establish governance and management: Transformation office, decision-making processes, responsi­bilities

Manage, communicate, and implement change in practice

  • Develop a change story: narratives that truly reach people
  • Support imple­mentation at leadership and employee levels
  • Design participation formats: co-creation, dialogue spaces, sounding boards
  • Plan milestones and conduct success measurement

Build and embed individual and organizational capabilities

  • Optimize roles, processes, and organi­zational structures
  • Align internal management committees
  • Build leadership and change capabilities
  • Sustainably embed change and achieve a new level of organi­zational maturity

FROM PRACTICE

Frequently asked Questions and Answers

“How do we create direction and truly get leaders and employees behind the change?”

Leadership has changed: Where there used to be stability, clear roles, and responsibilities, leaders today must provide direction even as everything is in motion. Acceptance comes through participation, honest communication, and clarity from leaders about their own roles. We support this process in a structured way that is closely attuned to people’s needs.

“How do we manage our change without creating blockages?”

Whether it’s digital transformation, restructuring, or a change in strategy: Without a clear management framework, even minor friction can quickly turn into an obstacle. We work with you to define the relevant metrics and develop formats that make progress visible, so you can take corrective action before the situation becomes critical.

“How do we build the capability to manage change ourselves on a lasting basis?”

Our goal is to develop transformation competencies for and with leaders. In doing so, we distinguish between transactional and transformational leadership competencies, also known as “two-handed leadership”: maintaining stability in day-to-day operations while simultaneously driving change. We empower leaders, who serve as change agents within the organization. Through these competencies and networking, we are able to build the organization’s capacity for change.

TRANSFORMATION CONSULTING

The results you will receive

  • Clarity about where your organization really stands and what is holding it back
  • Leaders and teams who are empowered to take responsibility for implementation
  • Change capability within your organization for future challenges

Build readiness for change so that your trans­formation succeeds.

Get in touch now

An overview of our additional consulting services

M&A Advisory | Post-Merger Integration
HR Advisory | HR Transformation
AI in Business
AI Workforce Transformation
Modern Leadership Development
Employee Selection & Assessment
Team Development & Conflict Management
Innovation Management & Talent Management

Further insights on the topic

Benzin im Blut

Alexander Gisdakis

Zum Transformationsbedarf der deutschen mittelständischen Zulieferindustrie Kein anderes Industrieland hat so viele mittelständisch geprägte Weltmarktführer wie Deutschland. Weltweit gibt es

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Organisationsentwicklung

Restrukturierung umsetzen und Vision verwirklichen

  • Gesamtsicht: Strukturreform & geistlicher Prozess gemeinsam denken
  • Perspektivenvielfalt:  Finanzen, Personal & Kommunikation als Querschnittsthemen mitdenken
  • Spannungsfelder: Linien- und Projektlogik austarieren, Synodalität ermöglichen und Leitung wahrnehmen, Schnelligkeit und Partizipation vereinbaren
  • Begleitung: Interne Leitung befähigen und begleiten