Process consulting

Process consulting aims at recognising and using psychological rules within the context of a changing organisation. The most important aim is to increase the changing impact of the management by making optimal use of the potential of the working force.

Understanding the organisational culture in which the emotions of employees and management have settled is very important. In situations of (intended) change, resistance, fear, uncertainty, distrust, aggression, personal interest, manipulation, and coalition and other irrational and unconscious processes play a part after all. They may cause the changing processes to develop slowly or to be brought to a standstill.

Process consulting helps management and staff to become aware of the existence of unconscious, recurring processes and patterns in order to manage them. Diagnosis and implementation continually alternate. Change is not interpreted as a linear but as a dynamic, circular process. The stage of progress in the change process is continually tested by means of various methods.