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New ways of working

Our mission

Together with our customers, we are shaping digital and cultural change in a sustainable and future-oriented way. We believe that we can create a valuable and motivating work environment that focuses on the individual needs of employees and customers.

Our mission

Together with our customers, we are shaping digital and cultural change in a sustainable way.

What really counts

Facts & figures

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digital whiteboards
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post-it notes per day
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queries and 700 solutions
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competencies
Our services

Consulting & coaching

Processes & tools

Doing agile Problem-oriented
  • Support & advice on the introduction & active implementation of agile ways of working and thinking
  • Impetus
  • Comprehensive change & transformation consulting regarding

Values & relationships

Being agilePeople & solution-oriented
  • Promoting an agile mindset to ensure cultural change
  • Considering the individual personalities of the employees
  • Collaborative management of conflicts & development of solutions
  • Sharing and conveying values & attitudes

Our frameworks & tools

Frameworks
  • Scrum
  • Kanban
  • SAFe
  • LeSS
  • OKR (Objective Key Results)
Competencies
  • Agile requirements management
  • Design thinking
  • Conflict management
Training
  • Leading SAFe
  • SAFe for Teams
  • Scrum Master
  • Agile basics workshop
Tools
  • JIRA
  • Confluence
  • Mural Board
  • Miro Board
  • Teams
  • Zoom
  • Webex
Agile Transformation

FAQ

Based on our practical experience, we have developed seven criteria for the sustainable implementation of agile methods in order to be able to master potential challenges together with our customers.

1. Clear management
Management has the central role of acting as a leader and supporter of change, exemplifying agile values and steering the teams safely through the agile transformation. A special focus is on the balancing act between day-to-day business and the agile transformation, which must be mastered with the help of management.

2. Motivating collaboration
EEmployees are an important building block when implementing agile methods. The transformation project will fail in the long term, if it is not possible to convey a credible sense of unity. This involves, among other things, showing understanding, having an open error culture and allowing time to adapt.

3. Consistent goal alignment
DThe transformation goal reflects the future structures and capabilities of the company, which should be presented transparently to all employees. The transformation strategy is derived from this and should be consistently pursued in order to achieve the future vision as quickly as possible.

4. Involvement of all stakeholders
To ensure a complete transformation, all stakeholders (including employees, employee representatives, HR development, finance, compliance and customers) must be involved early and throughout the transformation process.

Results-oriented and incremental approach
Incremental delivery of small work packages and continuous success monitoring ensures that the previously defined milestones, deriving from the company vision, are achieved.

6. Realistic expectations and a transparent approach
The change from long-established, classic structures and methods to an agile organisation does not happen in a very short time. It is important to provide the employees with the necessary time and support, as well as to create transparency over the entire transformation process.

7. Continuous learning and improvement
In order to anchor agile values and principles in the company’s DNA, it is necessary to continuously develop in iterative cycles and question the company’s path.

We see the “lived company culture” as the basis for agile transformation, because transformation is only possible through openness to new things, the courage to change and an error culture based on trust. Agile transformation is ultimately about changing the way people work, which happens through a change in the mindset of the people involved (agiles Mindset). It is only by establishing an agile mindset that the agile transformation can lead to the company’s success in the long term.

In addition to great opportunities, every change also brings challenges that need to be overcome – your company may face one or more hurdles when it comes to the transformation from classic to agile structures. Employees are an important part of agile transformation. It is essential to involve them in the process and to always enter into an open dialogue with all employees. It is also important to determine and actively implement the appropriate framework for you and your team. There is rarely only one specific framework that is applicable to your working model. We help you to master these challenges.

Agility stands for flexibility and the mindset defines the way of thinking. As a result, a person who has developed an agile mindset can act flexibly and quickly and therefore react better in the moment, evaluate the latest information, constantly update it, and include it in their decisions. These are the cornerstones for a successful business, particularly in a digital world.

You can read about the values of an agile mindset in our Agile Mindset blog.

Our process model for an agile transformation contains the three focus areas – strategy, implementation and anchoring. These are interconnected and need to be considered holistically during the transformation.
In the strategy consulting phase, a vision of the future agile company is jointly developed, from which a roadmap for the agile transformation emerges. In the implementation phase, we support you in finding and implementing the right framework for you. In the final phase, we work together to consolidate the agile mindset and prepare you to overcome future hurdles independently.

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