Breitenstein

中国有句话叫“计划赶不上变化”。这句话已充分显示了变化在组织中的重要性，尽管有时这样的变化会让西方的管理层在项目执行过程中流汗。在另一方面，尽管现在的中国的公司都趋于开拓国际市场，兼并国外的公司，但是我们的中国公司对西方国家的公司企业管理与运作还缺乏足够的认识和经验。促进中德合资或兼并企业的变革管理正是我们的独特的竞争优势！我们会讲流利的徳中英三种语言，我们在不同的文化里积累了专业知识和经验。更重要的是，我们能够透过表象的文化差异能够辨别问题的根源，并能够敏感地处理这样的变革，从而在组织里培育最佳的协同效应和表现。由于越来越多的中国公司和德国公司合作，变革管理显得越来越重要！而我们就在这里发挥我们的作用！

There is a Chinese saying: „Changes run much faster than the plans”, which already shows the importance of dealing with changes in an organization, though sometimes it makes Western management sweat more in projects. On the other hand, although Chinese companies are eager to go onto the international market, we are still not familiar with how people are managed and how organizations are operating in Western countries. Facilitating change management in Chinese-German joint-venture or M&A companies is our unique competence! In our team, we speak German, Chinese and English. We have expertise in Change Management and Organizational Development, as well as working experience in both cultures. Furthermore, we are able to go beyond the obvious cultural differences to identify the root causes, and sensitively deal with the change, thus fostering the best synergy in the organization. As more and more Chinese and German companies cooperate, there is a strong need for change management. And we are here!

Auch wenn einige unserer Klienten globale Konzerne sind, haben wir viel Erfahrung mit kleinen und mittelständigen Unternehmen. Wir selbst sind mittelständische Unternehmer und haben die besten Erfahrungen in Projekten mit mittelständigen Unternehmern gemacht. Wir verstehen das sensible Vertrauensgleichgewicht in familien- oder Private Equity-geführten Unternehmen und deren Leidenschaft für ihr Geschäft. Unsere weitreichende Erfahrung und Flexibilität erlaubt uns, Instrumente von Change und People Management auf höchstem Professionalitätslevel so anzubieten, dass sie für kleinere Betriebe passend und bezahlbar sind. Wir legen viel Wert auf eine persönliche, vertrauensvolle Zusammenarbeit mit allen Ebenen der Kundenorganisation und ggf. der Eigentümer-Organisation.

Einer der Schlüssel zu jeder nachhaltigen Veränderung ist die Führungskompetenz innerhalb einer Organisation. Deshalb ist die Konzentration auf die Führungskräfteentwicklung immer ein selbstverständlicher Teil unserer Change Prozesse. Mit unserer Herangehensweise folgen wir bewusst nicht immer einfach jedem neuen Trend. Stattdessen basiert unser Ansatz auf dem Grundsatz, eng mit den Führungskräften und Talenten an den wirklich strategischen Themen der Organisation zu arbeiten. Wir bringen dabei unsere ganze Vielfalt an Erfahrungen und ein breites Spektrum an Methoden und Werkzeugen ins Spiel.

Wir legen sehr viel Wert auf unsere eigene Internationalität und „denken global und arbeiten lokal“. Denn wir fühlen uns in all den verschiedenen Ländern und Umgebungen, in denen unsere Klienten arbeiten, zuhause. Unser Team hat internationale Erfahrung und selbst unterschiedlichste internationale Hintergründe (USA, China, Griechenland, Südafrika, Deutschland) und bringt ein weitreichendes Feld an internationaler Erfahrung (Europa, Nordamerika, China, Naher Osten, Afrika, Australien und Latein Amerika) mit. Trotz unserer Größe gelingt es uns, Change Prozesse erfolgreich für Firmen jeder Größe und Branche zu designen und auch international implementieren.

Even though many of our clients are Global Concerns, we feel a strong obligation towards Small and Medium-sized Enterprises which form the backbone of the German economy. We ourselves are Entrepreneurs and have a passion for developing and implementing holistic change concepts together with Entrepreneurs and decision makers. Our extensive experience and flexibility enables us to offer Change and HR methodology at the level of professionalism of a Global concern, and reduce these to simplified instruments that are easy to use for our smaller clients. Through our hands-on and pragmatic approach, we are able to maintain the delicate balance between trust and collaboration in family-owned businesses, start-ups, Private Equity Partners and Management.

We “think global and operate local” – and feel at home in all the different countries and environments in which our clients operate. Our team members have international backgrounds (USA, China, Greece, South Africa, Germany) and international experience (Europe, North America, China, Middle East, Africa, Australia and Latin America). Even though we are small, we can successfully design and implement change for clients of all sizes and industries. Our global outlook is especially valuable in M&A and PMI processes.

Organizational Development

Organizational development has a long history stretching from classical consulting to support for organizational structure and workflow management. Breitenstein Consulting also supports organizational development, albeit within a broader and more holistic context than many other consultancies do. In developing organizations, our approach is to:

• Enable and empower the whole organization or business unit
• Focus on a clear and measurable goal
• Work on all levels of the organization: processes, behaviors, competencies, mindset and identity

The organization must be ready for change and all functional and hierarchical levels must be actively engaged in the process. Organizational development is a highly complex form of change, and we do not design such processes from the outside, but rather engage and support the organization’s leaders to guide and manage the change and in such a way ensure sustainable results for the future of the organization. We support leaders through the design and development of change architecture, ongoing monitoring and analysis as well as individual and team coaching.

Case Study: Organizational-Development

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Strategy Reflection

We are not a Consultancy that explicitly focuses on developing organizational strategy. However, due to our experience as strategy consultants and managers, our first step when commencing a new project is to take a careful look at the organizational strategy. We have a holistic understanding of strategy, which takes the following into account the level of alignment (or misalignment) between business targets, organizational processes, competencies, behaviors, mindset and identity into account. These factors are critical, even with smaller projects or clients.

We also offer our clients the opportunity to do strategy reflections as a project component, during individual or group coaching sessions or with the leadership team, to allow them to deeply consider their strategy and how it aligns with the needs of their organization and industry, as well as to gain clarity regarding the alignment of the organizational strategy, competencies and culture. From these reflections, it is possible to identify the key strategic pain points in the organization, and to develop measures to align the strategy and develop the organization.

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Collaboration Culture

We know and understand the tangible factors such technology and business strategy. Our greatest strength, however, lies in the intangible factors such as culture. We do not advocate any specific culture as being the ideal but rather we can detect fine nuances in organizational culture during our client visits. Like fractals in mathematics, these cultural artefacts can be seen on the level of individuals, teams and the organization. Everything that we do aims to improve collaboration across all levels of an organization. In so doing, we uncover unresolved conflicts and ensure that through open communication and mediation these are resolved to build trust and collaboration. We aim to raise the culture of our clients to a new level.

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Leadership Development

Because the key to sustainable change lies in the Leadership quality in an organization, we focus on developing leaders as a natural part of every change process. Our approach does not always just follow the latest trends but rather focuses on a single, changeless wisdom: Work on the organizational strategic topics with talents and leaders, while applying the latest tools and processes to reflect on their development. Through this approach, we ensure that every hour invested by employees goes towards furthering the aims and objectives of the organization within the framework of the strategic focus and simultaneously facilitates their development.

Case Study: Leadership and Team Development

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Talent Management

When it comes to Talent Management, we have one fundamental belief: Everyone has a specific talent! For us it is important not to distinguish between Talents and other employees as this creates a system of “winners and losers” in an organization which demotivates the workforce.

A talent is an employee who is willing to take on extra tasks and responsibility upon him / herself, beyond the scope of their everyday work. Our participative approach to Talent Management engages Talents in strategic organizational topics and supports the development of their unique skillset and motivation through mentoring and coaching. A systematic Talent Management Program not only brings the company forward, but also creates an incentive for young and motivated talents, develops them and contributes to the optimal growth of their careers.

Case Study: Talent meets invoation

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Mergers and Acquisitions

Mergers and Acquisitions are some of the most challenging and rewarding change processes to design and implement. The key to success is to be involved with the Due Diligence process right from the start to be able to plan the PMI and overcome any potential challenges in the integration process. We support with all phases and aspects of M&A processes, from supporting the HR Department with administrative matters to the cultural integration by designing an integration story, identifying and managing key stakeholders and cultural factors. Effective Change Communication is a critical success factor for PMI processes, and our team of M&A specialists are able to facilitate the drafting and implementation of a robust communication roadmap to ensure that all stakeholders have the information they need at all times.

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HR Transformation

It’s all about people. In managing international HR organizations for many years, we learned that effective Human Resource management is one of the key success factors for changing an organization. Supporting HR Departments to derive their own strategy from the strategy of their organization is one of our core competencies. We enable HR to move away from the mindset of being an “administrative department” towards being a driving force for change.

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Change architecture

Organizations are highly complex systems that have their own rate of growth and lifecycle. When there are misalignments in the processes, structures, strategy and culture of an organization, profound and focused efforts are needed to achieve the necessary changes that will bring the organization back to its prime. After the analysis phase, we draft a Change architecture together with the Senior Management Team who then decide about Focus Topics and develop a project plan with our support. When drafting the plan, we always take special care to ensure that both tangible and intangible success factors for change, as well as adequate communication measures are taken into account.

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What makes us different

Who we are

Consulting Fields

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Social Responsibility

Social responsibility based on inner conviction