New management structures
– who can manage change?

What causes stress?

When do organizations need a new management structure? While there are many possible triggers, tension often results from changing circumstances meeting structures unable to cope. Even business growth can overwhelm a firm if it merely expands while neglecting leadership. Falling behind on innovation or a general lack of momentum may also point to structural issues.

Bring back dynamics.

At some stage, businesses need to find successors for their founders. Past success usually creates trust in their judgement and the structures they have built. But established structures may constrain further development: A lack of initiative, little willingness to take on responsibility, fear of mistakes and information flowing at a trickle can follow.

How strong is the talent bench?

Given a concept for clearing road blocks, finding leaders for implementation is the next step. Are they already present in the organization? Are there any high potentials? Or is there a need for recruiting? A thorough look at the talent pool using competency-based interviews will highlight who is fit for a key position – now or later. Condensed to a portfolio overview, this provides a baseline to systematic human resources development and set benchmarks for recruitment as well as staffing decisions.