Organisational Development
Transformation Intensive: A team coaching process to reframe a company structure and employee roles from the inside out.
This company is a Berlin-based fempowered brand strategy & media relations company with ethics and spirit.
Combining 12 years of experience in communications and brand building, they envision to re-create communications across diverse channels and touch-points as well as establish ethics and meaning through brand stories.
It functions as a creative hub with rich fantasy and profound experience within brand consultation, media relations, internal and external communications.
Curiosity as well as the will to listen and understand in order to create meaningful communications & valuable conversations is what drives us every day.
The company believes in the transformational power of womankind and collaborate with our diverse, creative and powerful international network to make stories be heard and messages to be understood.
“The Good Change empowered this company to redefine roles, transform their structures, and strengthen their communication for a thriving team”
— Lisa, Founder of The Good Change
Why the team decided to collaborate with The Good Change
Need for structural change within the organisation due to:
✦ New customers
✦ Rapid team expansion
✦ Unequally distributed workload within their team
✦ The need for better internal communications pathways due to their (now) hybrid work setting
✦ More clarity and transparency in their workflows
✦ The need for more flexibility
✦ Less capacities for involvement in the operational business of the founders due to maternity
How we helped our Client:
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✦ Uncovered needs, pain points, and tensions in the team
✦ Made core competencies and strengths of all employees visible
✦ Discovered the answers to: In which tasks are the employees in their full power? To what extent are the employees in the right place?
✦ Understood and questioned current roles and workload of all employees in the team
✦ Developed the company role model based on individual strengths and competencies of each employee
✦ Defined areas of responsibility and identified leadership tasks
✦ Reality check - competencies and desires vs. feasibility.
✦ Redistributed decision making power to their team members based on their strengths and competencies
✦ Start testing the new company role model
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✦ Further development of organisational structures based on the Holacracy principles
✦ Created a workflow together in which each team member is well integrated and feels seen and heard
✦ Helped the team members to improve their self-leadership and self-organisation: Through Identifying preferences and work styles and developing their own approach for their role in the team
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✦ Introducing the principles of nonviolent communication (marshall rosenberg)
✦ Creating a safe space that ensures a trust in interactions
✦ Co-creating a communications policy that sets the principles for communication pathways in the organisation
Outcomes of our work together
The company adapted to an environment of new clients, a fast growing team and the need for more flexibility in their workflows.
Organisational structures were transformed by reframing employee’s roles based on strengths and competencies and redistributing decision making power to their employees.
They successfully navigated change and are now working with clearer communication pathways.
"The coaching with THE GOOD CHANGE was very valuable to our team. They helped us identify and address communication barriers and inefficiencies, resulting in a more cohesive and flourishing work environment. Their team coaching helped us reflect on and reframe our structure and roles from the inside out, resulting in a stronger, more connected, and efficient team with better communication pathways. We appreciated their curiosity, understanding, and commitment."