Phases of systemic organization consulting and organization development

The systemic organization consulting and organization development approach can achieve its full potential when long-term consulting during implementation is added to the draft of the new organization form. This approach operates through several phases: determining the actual situation, development and implementation of an action plan, evaluating and consulting on it, in the long-term.

Determining the actual situation

To sustainably develop an organization, being able to design an appropriate approach and a suitable action plan, requires an initial analysis of the actual situation.

The following issues in particular must be clarified:

The following issues in particular must be clarified:

  • What are the objectives of the organization?
  • Which informal relationships exist between staff members?
  • What are the views and perspectives on current issues?

Some methods for clarifying these issues are, for example:

  • Written questionnaire
  • Individual discussions / interviews
  • Group meetings
  • Workshops.

The approach to determining the actual situation is individually customized for each organization.

Developing and implementing the action plan

The results from determining the actual situation are juxtaposed with the possible desired aims with the client. This facilitates formulating targeted action plans and developing practical measures, to overcome possible deficits and/or resistance, or to determine an appropriate approach in the corporation.

Action measures for the development of visions and strategies or dealing with resistance as well as monitoring implementation can for example be carried out in the form of:

As required, individual solutions can be developed for each company. Some of the available methods that may be employed are:

  • Group work, e.g. with creative techniques, developing a vision, etc.
  • Self-reflection exercises
  • Systemic coaching for staff in key positions
  • Exchanging experience
  • Lecturettes
  • Group discussions
  • Best Practice and case studies
  • Self-testing
  • Roleplay
  • Business games
  • Simulations
  • Analysing video sequences
  • Open Space
  • World Café
  • Future conferences


After each action item, the measure is evaluated. This can be carried out in various forms e.g. in feedback sessions, self-reflection sessions with creative techniques, learner’s diary or evaluation forms.

The results are presented to the client. Where appropriate this may result in the creation of further action and measures to sustainably develop the corporation.

Consulting for sustainable results

To implement the results in the corporation new action measures such as those listed above may follow.

Moreover, it may be desirable to continue supervising or coaching the responsible managers, not least of all to reflect on the process started in the corporation and be able to shape it.

For this purpose classic systemic coaching methods will be used, unless an individual approach is more appropriate.

This will empower the staff members in question to strive to achieve the agreed objectives in each company and, for example, to successfully shape change processes themselves.