Services - Bröker + Partner

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Our Services

we for you

The conception and implementation of changes is the core competence of Bröker + Partner.

In more than 30 years we were entrusted to about 1000 projects.

Profit from our experience and our cross-sector know-how.

Change Thesis

New role is not equal new behaviour

ORGANISATIONAL DEVELOPMENT

ALLIANCE OF HUMANS AND ORGANISATION

Does every organisation exploit their full potential? The answer is nearly always: no. The need is obvious. Companies want to react faster, being more agile and maximize effectiveness. But in many cases, they fail with the trial to reach all of it.
BRÖKER + PARTNER develops organisations and increases their performance. We don´t go into the battle of organisation against individual, our point of departure is organisation with individual.

TYPICAL QUESTIONS OF ORGANISATIONAL DEVELOPMENT

- How do structures and procedures have to look like to meet the requirements of the future?

- How can the future organisation be aligned and implemented with agility and digitisation?

- Which roles and processes support the successful cooperation of individuals in the organisation?

- How does the corporate culture and the understanding of leadership match with the strategy?

OUR SERVICES

QUICK CHECK

Location determination in relation to agility, processes, leadership, employees, skills and talents

IMPLEMENTATION OF STRATEGIES

Analysis of the “as-is” Situation, development of goals for the “to-be” state

OPERATING MODEL

Precise description of goals, tasks and the related roles and responsibilities

ORGANISATIONAL DESIGN

Organisational structure with the description of the flow of information and decisison-making

Change thesis

THE ABILITY TO CHANGE IS A COMPETITIVE ADVANTAGE

CHANGE MANAGEMENT

TRANSITION. RESISTANCE. VISIONS.

Companies with an established strategy are working in a balanced state. The employees have decreased complexity and are established in this balance. Change is usually perceived as an attack on this balance. BRÖKER + PARTNERs understanding of Change Management is a movement towards a new balance. For this purpose, Bottom Up and Top Down perspectives need to be harmonised. The rule here is: Trust is good. Structure is better.

TYPICAL QUESTIONS OF CHANGE

- How can a successful, fast and efficient implementation of the concept be achieved?

- What is the change story and how do you communicate it in a sustainable way?

- How can leaders become change leaders and how can employees become co-creators?

- How to measure the effectiveness of change?

OUR SERVICES

CHANGE READINESS ANALYSIS

Analysis and definition of the status quo and the organisations willingness to change

POSITIONING

Analysis on how pervasive and sustainable a change is implemented by the organisation

SUPPORT OF THE CHANGE PROCESS

Stakeholder- and Change Impact analysis, operationalisation, transition, communication

MANAGEMENT & TEAM DEVELOPMENT

Sparring partner for development, planning and evaluation of Changes

change thesis

MANAGERS ARE CHANGE LEADERS

EMPOWERMENT

RESPONSIBILITY. SELF-POWER. AND ENABLEMENT

Who improves the self-empowerment and autonomy of their employees, improves the effectiveness of the company. Instead of feeling power- and influenceless the employees are highly motivated to pursue the targets of the entirety, self-responsible and self-empowered. BRÖKER + PARTNER supports you to reach this ambitious target with lots of offers.