Where there is more than one person culture is decisive.
The continuity of change determines our thoughts and actions. Consciously shaping the structure of a company, the culture of an organisation, is the most efficient agent of change. Because this culture determines how employees act or don’t act, how they communicate or don’t and how they think or don’t think.
Every corporate culture is complex and difficult and at the same time remains almost completely hidden. In the analogy of an iceberg: 10% rest above the surface, 90% remain invisible. Using organisational culture analysis we make the entire iceberg visible and shapeable. That is making a difference.
Developing visions. Accomplishing missions. Together rather than alone.
As trained social anthropologists the founders of p4d are experts in culture. And all our partners, associates and employees have their own particular professional and university background, too. They are experienced professionals when it comes to aligning groups and systems with a goal, achieving this goal together, pulling together and not losing sight of the right direction. It’s what we call target-oriented awareness.
When we have completed our assignment your team will define, head for and reach targets based on a common and conscious culture. It’s as simple as that.
This is what you want to do, isn’t it?
- Strengthening and leading your team, your organisation, your unit
- Designing innovative projects and developing new ideas
- Shaping change processes effectively, right from the outset
- Operating successfully, across and beyond departmental and system boundaries
- Meeting targets with the right strategy and everyone’s full commitment
- Building up and developing leadership skills
This is what you expect, isn’t it?
- Process facilitation, thinking ahead and one step further
- A sparring partner for reflection and analysis
- Plain support in order to get all stakeholders on board
- A bridge-builder between apparently irreconcilable opposites
- Solutions for mandatory implementation on the employee level
- Events that bring real change – rituals to be implemented, initiations of learning processes and event management all included
This is what you need, isn’t it?
- Leeway for optimal development of ideas
- A change of perspective, for turning barriers into opportunities
- Full utilisation of your team’s potential
- Use of groups’ and teams’ intelligence for new ideas and innovative solutions
- Development of measures that are specific and immediately implementable
- Evaluation, securing results and follow-up processes
Thoughts are the beginning of action. Ideas the beginning of innovation.
- We explore working and organisational culture. We summarise all our discoveries and perceptions in custom-made studies and generate awareness for it. It’s what we call organisational and business anthropology.
- In order to incorporate knowledge, we actively involve managers and employees in the exploration and analysis of organisational culture – with qualitative impact analyses and action research.
- We use approaches of systemic organisational development as the basis of our work.
- We link process know-how with technical expertise in the sense of complementary consulting.
- We use insight from group dynamics specifically for the creation of a common process and team development as well as discovering experiential learning as a method for self-awareness.
- We facilitate dialogues as a basis for comprehension, understanding and change.
- We set up events as participation formats in order to make real use of the potential of groups.
- We make use of Theory U during our consulting.
Identifying trends. Anticipating ways. Creating the future.
It is our job to bring organisations and businesses into shape for the future. Therefore, we need to identify trends and evaluate their significance for our customers. It is your job to activate change processes – acting today in order to not having to react tomorrow.
10 mega trends that are going to change our world.
1. progressive globalisation
2. digitalisation of the knowledge society
3. climate change and energy revolution
4. demographic change
5. political and economic upheavals
6. progress in matters of health and aging
7. a new mass migration
8. urbanisation of the world
9. increasing global risk density
10. changes in media, mobility and logistics
5 consequences for the world of work:
- work and working concepts will change
- people and their needs are in a state of flux
- the line between work and leisure time will become blurred
- organisations will become more fluid
- business models will transform