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CorpComms Development 2018-06-09T21:37:31+00:00

The importance of communication for companies is increasing in the digital age. The speed, variety and reach of information is increasing and stakeholder groups are differentiating themselves. Repeatedly adapting to new situations, reacting quickly and dealing openly with different interest groups can open up new potentials for a company and release undreamt-of forces.

We create transparency about the current performance and potential of the communication function, develop together with you a desirable future image with an implementable organizational model and a culture framework, and accompany executives and employees in taking on new tasks, roles and responsibilities. We help you to design a corporate communication that creates value even under new or changing conditions.

We support you holistically or selectively, for example with alignment or problem-solving workshops, depending on the phase of your transformation process and the support you need.

AREAS OF PERFORMANCE

Performance Audit

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We assess the status quo of your communication function and show you where strengths, areas of development and challenges lie.
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Strategic orientation

Together with you, we draw a picture of future corporate communication from the diversity of possibilities – tailored to your strategic needs.
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Organisational design

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We design a model that bridges the gap between your current strengths and the target image for your corporate communication.
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Agile cultural development

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We ensure that the communication function is also optimally aligned to the needs of a faster and more complex environment.
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Performance Audit:
Knowing strengths and weaknesses

How much time and resources are used for which activities and services? Which strengths and competencies are particularly pronounced in our communication area? What bottlenecks and barriers do we experience in communication work and what challenges and opportunities do we see?

With our performance audit, we create transparency about potentials in the alignment and organization of communication work, cooperation and culture. The basis for this is formed by the estimates and information provided by managers and employees of the division. We collect this data, for example, in personal and online-supported interviews and through feedback from external stakeholders. The result is a clear analysis of the strengths and weaknesses and the development potential of your communication function.

Strategic orientation:
Developing a clear vision of the future

If you don’t have a goal, you can’t achieve one. For the goal-oriented and systematic further development of the communication function, we therefore develop a strategic goal statement that clearly and vividly depicts the vision, goals, role and internal constitution of the future area. Particularly in the case of distributed communication functions, for example in segments, subsidiaries and markets, we also focus on the need to adapt a target-oriented, effective governance model in corporate communication.

Organisational design:
Finding the right organizational model

The framework for the alignment of practical work on a strategic goal is a suitable organizational design. With a new structure, roles, processes and forms of cooperation, we work together with managers and employees to develop the future organizational model for corporate communication. We moderate the process and provide impetus in the form of concrete proposals, examples and trends.

Agile cultural development:
Development of culture

Responsiveness and adaptability will be decisive success factors in the future, especially for communication functions. Flat hierarchies, simple processes and flexible forms of collaboration can be used to create important prerequisites for this within the framework of organizational design. Ultimately, the decisive factor for success is the goal-oriented behavior of managers and employees. To this end, we develop a cultural orientation framework that illustrates this behavior in practice and support managers and employees in their independent design and experience-based learning.