Successful organizational development always begins with an accurate understanding of the current state of affairs. The purpose of organizational diagnosis is to reveal the actual processes, relationships, decision-making paths, and operating patterns that lie behind formal structures.
Whether it's a company undergoing transformation, a change in leadership, or strengthening employee commitment, data-driven organizational diagnosis ensures that changes are based on real organizational needs rather than intuition. Contact our experienced consultants!
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A well-structured organizational diagnosis answers a number of questions: How does the organization really function beyond the hierarchy? Where does the information or decision get stuck? At what organizational level are there hidden overloads or functional deficiencies? How committed are employees and how do they experience day-to-day operations?
Through personal or online semi-structured interviews, we explore the deeper workings of the organization: management style, communication, decision-making, and change management. Beyond formal operations, the interviews also shed light on organizational culture, communication patterns, and hidden tensions. The structured framework ensures comparability, while open-ended questions ensure honest answers.
We use standardized or customized questionnaires to measure employee satisfaction, commitment, and operational experiences. They can be administered online or on paper, at the organizational or unit level. The anonymous results shed light on the assessment of leadership, task allocation, work-life balance, and development opportunities, and can also be compared with industry benchmarks.
Network analysis reveals information flows and relationships beyond formal structures. It reveals opinion leaders, bottlenecks, and isolated teams. Interactive visualizations can provide new insights, especially when mapping integrations, agile operations, or hidden knowledge centers.
In facilitated workshops, small teams of stakeholders work together to identify operational obstacles and possible solutions. These workshops are not only diagnostic tools, but also serve as platforms for engagement and change preparation. Group dynamics often trigger a new level of cooperation, which prepares the ground for subsequent development steps.
We combine data from various research methods and present the results in a structured report. The report includes organizational strengths, risk factors, and specific recommendations for improving structure, leadership, processes, and cooperation. The document is ideal for managerial decision-making and preparing organizational development plans.
A well-conducted diagnosis prevents hasty changes and enables the organization to respond to genuine needs, reducing resistance and laying the foundation for long-term effectiveness on both structural and human levels.
A well-conducted diagnosis prevents hasty changes and enables the organization to respond to genuine needs, reducing resistance and laying the foundation for long-term effectiveness on both structural and human levels.
I have over 25 years of experience in leadership consulting, organizational development, and strategic HR. Throughout my career, I have worked as a corporate HR leader, independent consultant, and university lecturer. In recent years, my focus has been primarily on developing senior and mid-level managers, as well as shaping corporate HR strategies, with particular emphasis on enhancing leadership soft skills.
I have been working in the field of executive search, consulting, and headhunting for over 10 years. As an open-minded and flexible professional, I build long-term client relationships through a complex and people-focused approach. In addition to my role as a Senior Consultant, I also serve as a Market & Client Relationship Manager, supporting my partners in achieving their business goals.
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