Organisationsentwicklung2 Kopie

In the dynamic age of digitization, organizations need to be flexible to respond quickly to change. Rigid hierarchical structures do not provide a suitable framework to deal with the fast-paced change of today. „Structure follows strategy“ is a basic assumption for our work as an organizational developers. If a company is strategically reorganized, it means that it also has to rethink its structures: a major challenge in a dynamic environment.


The new world of work therefore creates new organizational models: flexible systems that can respond quickly to market changes; network structures that promote or even facilitate the spirit of innovation. Keywords such as agility, Kanban and Scrum are currently in many mouths. Agile structures enable companies to meet the challenges of the new world of work. That means breaking down hierarchies and bureaucracy – and requires completely new skills from employees.

Agile structures can not be imposed – they have to be developed. And with the involvement of the employees. Introducing self-organization hierarchically is not a funny oxymoron, but a guarantee for plunging an organization into crisis. Structures must fit. To the company and its employees.

KAOS Coaching & Development supports companies in developing their organizations for greater flexibility. In doing so, we are deeply convinced that the „ideal“ form of organization is the one that suits the company, its culture, its goals and, in particular, its employees.

Accompany change holistically

A company can only be truly successful if the identity of the company is reflected in every facet of its actions. That’s why we help companies focus on their core values ​​and strengths. We accompany executives and employees in developing the necessary resources and potential to sustainably shape change. And with this energy, we can implement agile processes holistically and purposefully.

Specific topics for our work are:

  • Implementation of Agile Structures: Development of suitable structures with the involvement of the employees, implementation, support during the roll-out 
  • internal change processes: e.g. Consolidation of teams and departments, change of hierarchical structure, integration of new locations or business units