Option 1
Organisational Development – Complete Programme
From analysis to implementation
- Create shared direction and a clear strategy
- Develop culture, collaboration and leadership
- Turn insight into concrete results
Organisational Development
Organisations in Development Achieve Stronger Results
Build an organisation ready for tomorrow's challenges – with clear direction, stronger collaboration and greater ability to act.
Option 2
Targeted Development of Specific Areas
Focused on your current challenges
- Strengthen collaboration, decision-making or structure
- Involve leaders and employees
- Practical and flexible implementation
Typical focus areas in organisational development
Strategy and direction
Build shared understanding and priorities
Culture and collaboration
Strengthen trust, openness and cross-functional collaboration
Structure and processes
Create a more effective and flexible organisation
Leadership and capabilities
Develop leadership, roles and accountability
Results and impact
From insight to measurable results
My approach
Practical, engaging and results-driven
I combine many years of leadership experience with an engaging approach that creates ownership, energy and concrete results. Development happens in step with your reality – not as an off-the-shelf programme.
- An understanding of strategy, people and the business alike
- Involvement of leaders and employees
- Practical tools and concrete actions
- A focus on measurable results and lasting impact
Methods and tools
I combine recognised models with my own methods and many years of practical experience. The result is a flexible, focused approach that fits your organisation.
Immunity to Change
Identify and overcome inner barriers
Lencioni's Five Dysfunctions
Strengthen collaboration and trust
Johari and Kegan
Deepen self-insight and development
The Change Wheel
Own method
Create direction and drive
Firestorm
Own method
Handle complex challenges
Success Analysis
Turn insight into measurable results
Explore organisational development, programmes and cases below
Strategy is rarely the problem. The problem is the distance between what has been decided and what happens in daily work. We work with organisation, leadership and business together, so change actually takes hold.
What we typically help with
- Strategy and business development: direction, prioritisation and follow-up.
- Change leadership: making new ways of working and new behaviour hold.
- Culture and values in practice, so they are visible in decisions and not only on posters.
- Analyses and studies that provide a factual picture before decisions.
- Operational effectiveness: where time, quality and money are actually lost.
LeaderShop brings Leadership, Management & Execution, Customer Value and Business together as a holistic perspective on organisational development.
Organisational development becomes concrete when the desired culture is translated into behaviours people can understand and practise. At Minerva Imaging, a broad feedback intervention supported the organisation's work with performance management and learning culture through practical feedback behaviour. Read the Minerva Imaging case →
Keepit: From HR function to proactive People & Culture business partner. At Keepit, an HR / People & Culture Road Map was translated into reorganisation, services and capability building for an eight-person HR/P&C team in a fast-growing company. Read the Keepit case →
Change always meets resistance
Organisations seek stability when they are pushed out of balance. Understanding those mechanisms makes change work clearer — never easy. We therefore design change so resistance is anticipated and used rather than ignored.
Leadership and management are not the same
Management creates order under complex conditions. Leadership handles change and disorder. Most organisations have plenty of the first and too little of the second — and this is where execution often fails.
How we approach an assignment
- 1Factual pictureInterviews, data and possibly a survey, so the work rests on reality rather than impressions.
- 2Shared directionManagement agrees on a few priorities that can be explained clearly.
- 3ExecutionOwnership, rhythm and follow-up make decisions become action.
- 4EmbeddingLeaders and teams train the new behaviour while the change is happening.
HR / People & Culture Road Map
Cronquist Consult's practical Road Map approach shows how organisational development is translated from insight and diagnosis into prioritised initiatives, responsibilities, timelines and resources – and on to measures and follow-up. The starting point is the business goals and the organisation's needs; the HR/People & Culture roles and the three key deliverables – HR Value Proposition, HR Service Declaration and HR Team Task Overview – make the priorities concrete. Internal organisational capability must ultimately support customer and business value.
Shall we look at your organisation?
Describe the situation briefly. We will come back with a proposal for how the task can be approached — and a free introductory call, if you would like one.
Get a proposal for organisational development