Unternehmen wächst, Kultur behalten: Geht das?
Geht eine “wertorientierte Kultur” auch, wenn das Unternehmen wächst? Oft treffe ich auf die Idee, dass es hier eine Art “Naturgesetz” gäbe: Wenn Unternehmen wachsen, dann sei es so: Zuerst …
Why "In Gang"?
About In Gang Beratung
During a period of approximately 40 years, we are working five days a week for eight hours. I want to help you and your company to use this significant part of life time sustainably, effectively and to the benefit of all stakeholders.
In Gang Beratung GmbH is a small consulting firm based in Zurich (Switzerland), led by its owner Katrin Lüthi. With many years of experience as a leader, transformation facilitator, and project manager in the software industry, I specialize in strategic organizational development. I combine my extensive expertise in guiding change processes with a solid background as an organizational consultant and coach. My services can be delivered remotely or on-site, and in both German and English, depending on the needs of your organization. By the way: "In Gang" means "get going" or "keep going" in German.
Who are my customers?
Due to my background as a software developer and IT leader, I have a deep understanding of the challenges of IT and software companies. I know the subject matter down to the details of what it means when the build fails, or when there is a merge problem in the midst of fixing the API. I've also practically experienced working with agile frameworks for a long time - in many possible flavours. I work with team leads or department heads, but also with executive teams of smaller companies or startups. Preventive team development workshops are even interesting for HR departments or Learning & Development specialists who want to make improvements company-wide.
Why "in Gang"?
Why is this company called "In Gang Beratung"? Its simple - I want teams, organizations, and individuals to get going with useful processes and practices (in Gang bringen) or keep doing them (in Gang halten).
It is my conscious decision not to promise you to "lift your organization to the next level" (e.g. 4.0?), to "push your team beyond their limits" (ouch!) or even to make you "successful" (what does success mean anyway?). All these buzzwords imply that you just have to invest one time to reach a condition which is clearly defined by best practice - and then you are safe forever.
I know from experience that all this sounds very appealing, but is not the truth. We are in the realm of complexity, where there simply are no best practice solutions that fit all teams, all organizations and all individuals. Groups of people and organizations are changing all the time and subject to lots of influences. This means you have to adapt continuously - even if this sounds tiresome, expensive and not at all like an easy solution.
That's why my company name is simple, pragmatic and buzzword-free. Let's get going and keep the good things going!
Why should I work with In Gang Beratung?
- Solution focused and results focused
- Creative and with a sense of humour
- Pragmatic, authentic, no BS
- Up to date with trends and hypes, but with a critical eye
- Appreciative and on eye-level
- Interactive, tailored and practically useful workshops
- Didactically sound: Over 20 years experience in continuous education
- Practical experience (> 10 years) in software engineering, including many years of coding
- Swiss Professional Certification as and Organizational Developer and Coach (bso-zertifiziert)
- Weil ich auch (CH-)Deutsch spreche.
Why coaching?
Use Cases
Organizational Development
Organizational Development
Organizational Development is concerned with questions like: How do we create structures to support our growing organization without creating too much bureaucracy? Can we stay agile and unique while growing at scale? How do we support our leaders in managing successfully, but still according to our values? Pragmatic processes, roles and authentic leadership need to be nurtured and revised time and time again. New leaders may need training, but often also coaching to support effective leadership in practice. (Click to read more).
Preventive Team Development
Preventive Team Development
Even before problems arise, it pays to invest in team development. Expert knowhow and diversity are necessary to address the complex issues that modern teams face. However, a team does not always make the most of this diversity - it often remains a group of individuals. Different communication styles and needs can collide and lead to open or hidden conflicts in the medium term. Preventive team development helps to recognize and address these tensions before they become manifest as a problem.
(Click to read more)
Team Development and Team Coaching
Team Development and Team Coaching
Team Coaching can be the solution to challenging situations like diffculties between team members, a sudden increase in the amount of work or unclear roles and responsibilities. If conflicts are not resolved in time, the team becomes less and less effective. Some teams also struggle with committing to goals or with trusting each other. I offer tailored workshops to adress those issues and support your teams to find their own actionable next steps to sustainably resolve the situation.
(Click to read more)
Effective Meetings
Effective Meetings
Do your employees complain they have too many meetings? How stuffed does your own agenda look like at the moment? Meetings are often underestimated, but they offer an excellent starting point for small experiments on how the organizational culture could be changed. Indeed, meetings are where much of the communication and information exchange in organizations is organized. It is therefore worth investing in a meaningful and efficient meeting structure. This involves much more than facilitation and agenda setting. (Click to read more)
Recent Blog Posts
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Der Wunsch nach Unternehmensagilität ist bereits etwas in die Jahre gekommen und hat sich längst weit über den IT-Bereich hinaus ausgebreitet. Für die einen ist Agilität noch immer eine Vision …
Organisationsmodelle: Komplexe Herausforderungen verstehen
Organisationsmodelle können in der komplexen Aufgabe der Organisationsentwicklung Orientierung geben. Hier stelle ich die zwei Modelle vor, mit denen ich meistens arbeite: das Trigon-Modell der 7 Wesenselemente und das Modell …