Services
What moves your organization forward
Already know what you are looking for? You will find an overview of our services below.
Challenges rarely fit neatly into the categories on a website. Inconvenient, but true. In a no-obligation conversation, we can clarify what your situation calls for, what a sensible next step might be, and whether we are the right people to support you.
What brings you here?
Our four service areas help you make sense of your situation and identify a useful starting point. Because the real challenge is not always where it first becomes visible.
In our consulting work, we look beyond the immediate issue to understand underlying causes, interdependencies, and the organizational context. This helps clarify what makes sense to address next.
Some questions can be resolved through consulting. Others require practice. Where useful, we therefore complement consulting with coaching, training, and capability building. This helps leaders and teams develop greater confidence in their day-to-day work. Our training and development formats cover different roles, topics, and situations and help participants apply new knowledge in practice.
strategy
Strategy provides direction. Strategy development creates a shared understanding of where an organization wants to go and what matters along the way.
We design strategy processes that bring relevant perspectives into the discussion, make different interests visible, and lead to shared priorities and clear decisions.
For us, strategy is an ongoing process: reviewing assumptions, learning from experience, and adapting priorities as conditions change. This creates alignment and a strategy that people understand, support, and can continue to develop effectively.
Purpose, Vision and Mission
Clarity about purpose, contribution, and direction creates shared orientation and provides a reliable framework for decisions and action.
Strategy Development
Good strategy creates direction and alignment. Relevant perspectives sharpen priorities and support clear decisions.
Strategy Execution
Strategy becomes effective when people understand it, support it, and can translate it into concrete action.
Goal Systems and Performance Management
Appropriate goal-setting systems such as OKR or OGSM connect strategy, priorities, and progress and make joint steering easier.
OKR training for leaders and teams helps formulate clear goals, align priorities, and clarify roles. Learning Journeys for strategic shifts in perspective make the experience of other organizations useful for your own strategy work. An overview of training and development formats helps you choose the format that best fits your situation and learning objectives.
30 minutes for your strategic question
Are you preparing a strategic realignment, looking to clarify priorities, or trying to stabilize execution?
In a no-obligation conversation, we can explore what kind of support fits your situation
Change
Change consulting helps organizations structure, steer, and implement change in day-to-day work.
It clarifies the starting point, target state, responsibilities, and the interplay between participation, communication, and implementation.
We support restructurings, strategic realignments, culture development, and digital and AI-related transformations.
Change and Transformation
A clear change architecture connects the target state, responsibilities, participation, and communication. This makes decisions, next steps, and implementation transparent for everyone involved.
Organizational Development
Clarity about collaboration, leadership, and ways of working provides orientation and helps organizations develop deliberately as requirements change.
Organization Design
Clear structures, roles, interfaces, and decision paths create reliable accountability and make collaboration and leadership easier as requirements change.
Culture Development
Understanding the patterns that shape an organization makes it possible to change collaboration, leadership, and decision-making deliberately.
Digital and AI Transformation
Clear use cases, responsibilities, and rules help integrate digital technologies and AI into processes, roles, and collaboration.
Change Basics provides a shared foundation for understanding roles, phases, and tasks in change processes. Change Advanced strengthens the methodological, process-related, and personal capabilities of experienced change practitioners. Learning Journeys on change and transformation make the experience of other organizations useful for your own transformation. Our overview of training and development formats helps you select the right format for your level of experience and learning objectives.
30 minutes for your change initiative
Are you planning a transformation, changing organizational structures, or looking to realign an ongoing change process?
In a no-obligation conversation, we can clarify what kind of support fits your initiative.
Leadership consulting helps organizations align leadership with shared goals, clear accountability, and effective decision-making.
We work with individual leaders, leadership teams, and organizations on their understanding of leadership, their roles, and concrete leadership behavior. We also consider the structures and expectations that shape leadership in everyday work.
Leadership Development
Practice-based programs strengthen reflection, confidence in decision-making, and the ability to act effectively in specific leadership situations.
Agile Leadership
Clear roles and decision-making authority create an effective framework for greater ownership and self-organization.
3x2 Leadership Framework
Six leadership practices provide a shared language for reflection, development, and collaboration within leadership teams.
Shared Leadership
Clear responsibilities and distributed leadership make better use of existing capabilities and facilitate decision-making in complex structures.
Some questions can be resolved through consulting. Others require practice. Where useful, we therefore complement consulting with coaching, training, and capability building.
This helps leaders and teams develop greater confidence in their day-to-day work. Our training and development formats cover different topics and situations and help participants apply new knowledge in practice.
30 minutes for your leadership question
Are you looking to develop a shared understanding of leadership, strengthen a leadership team, or prepare a development program?
In a no-obligation conversation, we can clarify what kind of support fits your situation.
Teams
Team development creates the conditions for teams to perform effectively.
We support teams, project groups, and organizational networks in clarifying goals, roles, decision-making processes, and collaboration. We consider relationships as well as the structural conditions that shape how people work together.
This makes it possible to address tensions and improve collaboration over the long term.
Team Development
Shared clarity about purpose, goals, roles, and priorities creates commitment and improves collaboration.
Team Coaching
Working together on patterns, conflicts, and relationships helps teams become increasingly able to resolve difficult situations themselves.
Agile and Hybrid Collaboration
Clear interfaces, decision rules, and communication rhythms create reliability in agile and hybrid collaboration.
Communities & Network Structures
A shared purpose, clear roles, and suitable formats for exchange turn voluntary networking into reliable collaboration.
Learning journeys for teams and collaboration provide new perspectives on established ways of working and make the experience of other organizations useful.
Training methods for shared learning formats support application, reflection, and transfer within teams. Train-the-Trainer programs for internal facilitators build the capability to design learning and development formats independently.
Our overview of training and development formats organizes all offerings by situation and learning objective.
30 minutes for your collaboration
Are you looking to clarify collaboration within a team, address recurring conflicts, or establish a new team structure?
In a no-obligation conversation, we can clarify what kind of support fits your situation.
What makes our organizational consulting effective
Our consulting approach follows the principle of “integrating perspectives”: We bring strategic, organizational, and human perspectives into the process from an early stage. This allows decisions to take different interests, implications, and implementation conditions into account.
Our consulting process provides orientation for everyone involved through clear roles, responsibilities, and next steps. Responsibility, trust, and an open approach to tensions shape both our attitude and our standards of quality. Our clients value this combination of structure and openness in their work with cidpartners.
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Learning Journeys combine professional input with insights into the practice of other organizations. Leaders and teams compare different approaches, assess their relevance to their own situation, and derive concrete next steps.
Established as well as independently developed frameworks, methods, and formats support reflection and transfer into practice.
Training and Development
Training and development programs provide leaders and teams with shared professional knowledge and strengthen their confidence in applying it.
They can be used independently or as part of strategy, change, leadership, and team development processes.
Let’s talk about your training needs
Frequently Asked Questions
Welche Leistungsfelder umfasst die Unternehmensberatung von cidpartners?
Die Unternehmensberatung von cidpartners umfasst die vier Leistungsfelder Strategie, Change, Leadership und Teams. Dazu kommen noch Trainings und Qualifizierungen.
cidpartners unterstützt Organisationen dabei, strategische Richtung und Prioritäten zu klären, Veränderungen zu gestalten, Führung weiterzuentwickeln und die Zusammenarbeit in Teams und Netzwerken zu verbessern.
How do I identify the right service area for my situation?
The right service area depends on the organization’s core question:
- Strategy clarifies direction, goals, and priorities.
- Change addresses transformation, organizational development, and change processes.
- Leadership focuses on leadership principles, accountability, and leadership behavior.
- Teams focuses on collaboration, roles, and decision-making within teams and networks.
Many organizational initiatives involve more than one service area. In our initial consultation, we clarify together where consulting should sensibly begin.
What is the difference between strategy and change management?
Strategy defines the direction an organization intends to pursue and the priorities that follow from it. Change management shapes the transition from the current situation to the intended future state.
A new strategy can require changes to structures, roles, processes, and collaboration. For many initiatives, we therefore coordinate strategy development and change management closely.
When does external organizational consulting make sense?
External organizational consulting can be useful when an organization needs to bring together different interests and perspectives or when internal stakeholders cannot facilitate an initiative neutrally.
External consulting can provide particular value when:
- responsibilities or decision-making processes are unclear,
- internal discussions keep recurring without leading to decisions,
- a transformation affects several functions or hierarchical levels,
- conflicts are affecting collaboration or implementation,
- decision-makers need to prepare decisions under considerable time or expectation pressure.
How does a consulting project with cidpartners begin?
First, we have an initial consultation eto clarify the current situation, the underlying concern, the decisions that need to be made, and the roles involved. Together, we define the results to be achieved and who needs to be involved in the process.
Based on this, we develop an appropriate approach with clear work steps, responsibilities, and decision-making formats. The scope and duration depend on the organization’s specific situation.
Does cidpartners also support implementation?
cidpartners can support organizations from diagnosis and concept development through implementation and evaluation.
Depending on the project, this may include workshops, decision-making processes, communication, capability building, coaching, and reflection formats.
At the outset, we clarify which responsibilities remain with the organization and which services cidpartners will provide. This keeps responsibilities, roles, and decision-making authority transparent throughout the project.
Can consulting and capability building be combined?
Consulting and capability building can be combined when an organization needs to shape structural change while also building internal capabilities.
Trainings, Learning Journeys, coaching, and transfer phases can complement strategy, change, leadership, and team development processes. This enables participants to apply new knowledge directly to current tasks and change initiatives.
What types of organizations does cidpartners work with?
What matters most for the collaboration is the specific question, the roles involved, and the willingness to incorporate different perspectives into the development process.
Which industries does cidpartners work in?
cidpartners begleitet Organisationen aus unterschiedlichen Branchen und gesellschaftlichen Bereichen. Dazu gehören insbesondere:
- Öffentlicher Sektor
- Gesundheitswesen und Sozialwirtschaft
- Banken, Versicherungen und Finanzdienstleister
- Industrie und produzierende Unternehmen
- Technologie, Medien und Telekommunikation
- Non-Profit-Organisationen, Stiftungen und kirchliche Organisationen
- Beratungsunternehmen und Professional Services
- Sport
Die konkrete Fragestellung entscheidet, welche Branchenkenntnisse, Fachperspektiven und Beratungserfahrungen für ein Vorhaben relevant sind.
What happens in the first conversation with cidpartners?
In an initial, no-obligation consultation, we clarify your situation, the organizational context, and the roles involved.
Together, we assess which service area is relevant and what the next sensible steps might be.
The initial conversation is intended to provide professional orientation and does not commit you to working with us.
How quickly does cidpartners respond to an inquiry?
cidpartners generally responds to inquiries by email or phone within 24 hours on business days.
In an initial exchange, we clarify your request and, where useful, arrange a date for a more detailed conversation.