Organizational Design

Companies secure their future viability by designing change processes in a structured way and embedding them sustainably within their organization. The Organizational Design team supports companies in evolving their organizational setup with the aim of building and anchoring long-term transformation capabilities.

Designing the organization from within to ensure long-term transformation capability

Transformation initiatives place high demands on companies – especially when it comes to enhancing organizational performance and securing long-term competitiveness. The key lies in the ability to critically examine and purposefully change existing structures, thought patterns, and behavioral routines. The Organizational Design team provides a holistic framework to build organizational transformation capabilities and make the success of transformation processes measurable. The starting point is a clear strategic alignment, in which overarching goals are defined and translated into actionable and achievable measures. A central organizational unit in this process is the Transformation Office, which assumes overall responsibility for planning, managing, and tracking the success of transformation efforts across the organization. The structural foundation is formed by an efficient and adaptive organizational design – including both structural and procedural elements – supported by a values-driven organizational culture that promotes collaboration, effective knowledge sharing, and innovation. Competence development and learning are key enablers of sustainable transformation. Targeted qualification programs and modern learning formats empower employees to actively shape change and confidently meet new demands.

The Organizational Design team further supports companies

• in embedding key future topics – such as ESG management, Upgrade Circular Economy, and Generative Artificial Intelligence (GenAI) – both strategically and organizationally.
• In doing so, it also enables the implementation of regulatory requirements, such as those under the Corporate Sustainability Reporting Directive (CSRD),
• and helps ensure that transformation efforts are approached holistically and implemented effectively.

Research Question:

How can strategic, structural, cultural, and competence-related design elements be aligned to build organizational transformation capability and effectively reshape existing organizational patterns?