Leadership in transformation
Leadership that makes a difference.
Transformation makes new demands at every level, and leadership has to be able to respond. But a leadership system does not adapt to new needs by itself. It takes targeted interventions for leadership to drive change rather than block it. Our role as consultants is to advise and support you through this process, so that transformation is carried forward by better leadership instead of failing because of it. Together, we answer the key questions:
„Leadership only becomes effective when people lead together. What individuals can achieve remains limited if the leadership system as a whole is not geared to the transformation.“
Dr. Sina Haupt
Head of Leadership competence team | Senior Project Manager
We see leadership not as a trait of individuals but as a capability of the whole system. Conventional consulting often focuses on developing individual “heroes”. We develop leadership as a system in your organisation. That is why we look not only at individual leaders but at the entire leadership system. We embed a systemic understanding of leadership so that organisations can be led actively and successfully through transformation.
Administration becomes leadership. Uncertainty becomes direction. Leadership becomes impact.
Our job is to strengthen your organisation’s leadership capacity. We align the leadership system with what the transformation demands and make the decisions that shape the future possible. Our work focuses on four core services.
We develop leadership teams that work and understand what leadership their organisation needs as a whole. At the same time, individual or team coaching on and off the job helps each manager contribute effectively alongside others. We use self-reflection, while respecting different personalities, to strengthen how managers and leadership teams lead themselves.
We make communication far more effective. This is not just about people “talking” to each other. It is about giving direction and making sure decisions can be made. That lays the foundation for effective leadership: of the company, of teams and of employees.
We strengthen the leadership system so that it can make decisions and overcome organisational obstacles, even in uncertainty and when facing paradoxical questions. Pressing questions about the future need clear answers and consistent implementation, and it is leadership’s job to deliver both.
We advise and support leadership teams as they lead the transformation themselves and grow into a new kind of leadership on the job. Leadership thus becomes the engine of the transformation and ensures it is shaped from within and built to last.
Case study
A multi-stage change process that moved from vague complaints to new leadership routines.
Explore examples of our work and ideas for your own transformation.
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Read moreWhen leadership loses its grip between day-to-day business and the future. A typical starting point is “leadership at its limit”: day-to-day business absorbs managers just when direction, priorities, accountability and decisiveness are needed most. Departmental and divisional boundaries and layers of hierarchy slow down or prevent proper work on the future. Transformation usually calls for strongly cross-functional ownership of topics, which the existing organisation and the leadership structures as lived do not provide.
Our promise: leadership that makes a difference. Administration turns into shaping. Uncertainty turns into direction. Leadership turns into results. Leadership that makes a difference Aligning the leadership system with an organisational design based on strategy is a key success factor in any transformation. This means defining leadership tasks clearly and distributing them across the different levels of the hierarchy.
We see leadership not as a trait of individuals but as a capability of the whole system. Conventional consulting often focuses on developing individual “heroes”. We develop leadership as a system in your organisation. That is why we look not only at individual leaders but at the entire leadership system.
We group the 25 services in this field into 3 areas: “Leadership system and leadership culture”, “Developing leadership teams” and “Developing and supporting leaders”. Those described in detail include the leadership system, leadership development, management coaching and the leadership audit. The full overview is further up this page; in the initial call, we relate each service to your situation.
We facilitate every working session, agree all results together in the room and document them online. Each session ends with minutes accepted by everyone present. Afterwards, transformis reviews each session internally and uses what it learns to prepare the next one.
External consultants add clear value when blind spots need uncovering, unhelpful established patterns need breaking, complex change needs facilitating, structuring and stabilising, or when neutrality and independence are needed, especially if conflict, competing goals or internal politics are blocking decisions.
According to a study by TU München and C4 Consulting (2007), change fails in one third of companies, mainly because top management is divided or does not give it enough support; other studies put the figure at 50 per cent or more (Capgemini Consulting, 2010). The transformis 360° feedback concept (2018) attributes 70 per cent of leadership development to demanding assignments, 20 per cent to feedback and 10 per cent to training.
Your contacts are Dr. Sina Haupt (Head of the Leadership competence team, Senior Project Manager) and Kira Rempel (Senior Consultant and Head of the People competence team). We start with an initial call about your situation, the people involved and the right next step. External consultants provide structure and fresh observations, not the business decision itself; that responsibility stays with you.
If you have questions about leadership, get in touch.
Let’s talk about your situation and what you want to develop in your organisation.