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Organizational transformation – holistic & strategic
Organizational development is a systemic approach that enables companies to continuously optimize their structures, processes, and culture in order to maintain or improve performance. A holistic perspective is central to this – spod.on guides companies through this transformation process in a structured and forward-looking way.
Change often starts small and then evolves into comprehensive transformation processes. spod.on helps companies navigate this change with confidence and supports them in shaping sustainable solutions.
Every change begins with the question: What is the shared goal? spod.on ensures clear stakeholder management, aligns interests, and develops a strategic roadmap. Our consulting range from facilitating strategy workshops to supporting smaller change initiatives as well as large-scale transformation projects.
OE = Organisationsentwicklung
(Organizational development)
PE = Personalentwicklung
(Personnel development)
Using a proprietary organizational model, spod.on sets up transformation projects in a structured way. At the same time, both the process and the model remain dynamic and flexible – because every company has its own unique requirements and need for change.
Strategy: Realigning mission, vision, and values
The foundation of any organization lies in its strategic orientation – in its mission, vision, and values. As part of a fundamental transformation, these are reviewed and realigned where necessary.
When the desire for deep change grows, the focus shifts beyond structures – toward a holistic view of performance capacity (should, can, want, may) at the individual, team, and organizational level. Sustainable change is only possible when goals are clearly defined (should), competencies exist or can be developed (can), intrinsic motivation is present (want), and sufficient freedom to act is provided (may).
The existing business model is analyzed, expanded, and further developed. All relevant influencing factors are taken into account – existing structures, governance and collaboration models, values, and growth or expansion plans. This ensures successful implementation across all functional areas.
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Organizational structure: Clarify structures, define responsibilities
The organizational structure serves as the hierarchical framework of a company and forms the basis for how responsibilities, roles, and tasks interact. This interplay is reviewed, readjusted, and clearly defined.
The focus of organizational structure is the division of tasks – that is, how responsibilities, roles, and accountabilities are distributed and assumed. Our guiding principle: “Clear responsibility instead of unspoken expectation.”
Through an analysis of the current state and the development of a target vision, a revised or entirely new organizational structure can emerge. spod.on plans, orchestrates, and supports this process – from overall organizational design to team structuring.
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Management processes: Steering strategy, structure, and shared decisions
With forward-looking management processes, leadership defines how the organization operates and which strategic goals guide leadership behavior.
Management processes cover all core tasks related to steering and developing an organization. They define how strategic goals are developed, set, and how decisions are made collectively at the leadership level.
spod.on applies a responsibility matrix that clearly structures processes and decision-making formats – including consensus, compromise, majority vote, and hierarchical decision-making. In addition, roles and responsibilities are clearly defined to shape business processes effectively and ensure a shared strategic direction.
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Leadership: Defining values, providing direction
Leadership shapes the direction of an organization and influences how connected and motivated employees feel in their work. A leadership framework helps define core values and communicate expected behaviors with clarity and transparency.
Together, we develop a values-based framework that defines what effective leadership means for your organization and which guiding principles support it – resulting in an authentic leadership model.
This is not only about setting clear guidelines, but also about developing leadership capabilities. spod.on supports leaders in responding to increasing demands with resilience and in establishing stable points of orientation for their teams.
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Collaboration: Building trust, connecting teams
Successful organizations thrive on cooperation across all levels. Creating conditions that foster trust-based collaboration – grounded in values and mutual appreciation – makes a lasting contribution to achieving organizational goals.
Trust is the foundation of strong teams. A successful work environment emerges when employees feel comfortable and are able to contribute their strengths effectively.
spod.on analyzes organizational processes and develops strategies to better connect teams and improve collaboration. This includes, for example:
- Concepts for a constructive meeting culture
- Involving employees on equal footing
- Breaking old behavioral patterns to foster cross-functional collaboration
- Introducing agile (management) methods such as OKRs
A culture emerges where collaboration not only works, but makes a difference.
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Communication: Creating Transparency, Strengthening Engagement
Communication is a central element of corporate culture – it fosters employee loyalty, drives engagement, and supports leadership in achieving business goals through information and dialogue.
Open and transparent communication is the foundation for trust, belonging, and active engagement – especially during times of change.
spod.on supports organizations in improving the interaction between managers and employees through targeted communication planning. This includes:
- More agile collaboration models
- Establishing feedback and learning culture
- Strengthening empowerment and personal responsibility
In this way, communication becomes an effective lever for successful transformation and a sustainable corporate culture.
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Successful projects: From individual processes to global realignment
Change can start small or affect an entire organization. spod.on supports transformations of all sizes – in a structured, holistic, and focused way.
Examples:
- An example of a large-scale transformation is the realignment of the global marketing department at the heating, ventilation and air-conditioning company Vaillant.
- At Fressnapf, we built an integrated HR landscape and initiated and developed the strategic realignment of all global HR activities to increase efficiency.
- In a technology group with more than 10,000 employees, we developed a new HR organizational structure for the corporate headquarters, all business units, and country organizations across four continents – ensuring consistent alignment and global governance based on international standards.
But transformation doesn’t always have to be large-scale – smaller change initiatives can also have significant impact when approached in a structured and holistic way. spod.on ensures that every change becomes a success.