Changing the culture of leadership and dialogue

 

Impetus to the project

From the beginning of the collaboration, the goal was to jointly find approaches to bring leadership in the organization to a new level of effectiveness in the mid and long term. Continuously working on their leadership style should become a natural task for managers at all levels.

In the process, we had to deal with various dilemmas faced by managers and their teams. Among them, for example

  • Time with the team vs. deadlines

  • The desire for a "new work world" with flexibility, faster decisions, more trust, open conflict management vs. the "old-grown working world" with a hierarchical character and a cautious culture without much personal openness.

To resolve such dilemmas and establish a new culture of leadership and dialog, we decided to work not in the classic format of two-day training sessions. Instead, executives should have the opportunity to get down to work in a protected environment using appropriate formats.

What we did

We have been working with Berlin Hyp since fall 2019. Components of the project since then are:

  • Kick-off with leadership dialogue with approx. 60 executives.

  • Design of flexible "learning worlds": Demand-oriented, hybrid, away from the classic "two-day trainings", interventions in this framework, e. g.:

    • Re-organization of departments towards more self-organization,

    • Interface workshops and mediations between departments,

    • Coaching

    • Peer Consulting

    • Team off-sites

    • Leadership trainings

Experience and result

To date, two departments have successfully adapted more self-organized structures and processes; we supported various change initiatives during the ramp-up of newly formed teams; teams at important interfaces have resolved their conflicts; during all processes, we supported decision-makers through individual leadership coaching.

Letting go of the established and hierarchical culture was not always easy for everyone involved. Therefore, we enjoyed it so much experiencing moments in which individuals showed themselves being vulnerable - and receiving understanding, goodwill and gratitude from their colleagues as a reaction. These experiences opened the doors to more openness and trust among people.

What our client says

I have come to know subject:RESOUL as a consultancy that really wants to make a difference in organizations - with the highest integrity, at eye level, with fun and critical discourse. Above all, they aim at advising and accompanying the people in the organization in such a way that the change is anchored sustainably and can grow further even without their help.

Steffi Ludwig, Department Manager Personalentwicklung