Organizational consulting and adaptive organizational design for improved performance

New goals, roles, and processes—yet the desired results often fail to materialize. The reason: strategy, structure, leadership, and decision-making processes are not aligned. Rigid hierarchies, functional silos, and conflicting goals hinder agility and customer focus. This is precisely where our organizational consulting and development services come in: We make your company adaptable, resilient, and high-performing.

Take action instead of reacting

Clear priorities and aligned goals empower your organization to actively seize opportunities and shape the future, rather than just putting out fires.

Decisions with consequences

Transparent roles and clear processes foster personal accountability. This enables your teams to make the right decisions quickly.

Changes that make a difference

Step by step, we are implementing the new organizational structure together with leadership and teams, and embedding it into our daily routines through consistent inspection and adaptation.

Take action instead of reacting

Clear priorities and aligned goals empower your organization to actively seize opportunities and shape the future, rather than just putting out fires.

Decisions with consequences

Transparent roles and clear processes foster personal accountability. This enables your teams to make the right decisions quickly.

Changes that take effect

Step by step, we are implementing the new organizational structure together with leadership and teams, and embedding it into our daily routines through consistent inspection and adaptation.

Our customers

Our solutions for you

01 Thinking Design – Thinking Ahead in Organization

Every effective change begins with clarity. Together, we define your organization’s purpose, strategy, and direction. This creates a shared understanding of why change is necessary and where the journey is headed—serving as the foundation for all future design decisions.

02 Analyzing Design – Systematically Analyzing an Organization

Based on purpose, strategy, and value streams, we conduct a comprehensive analysis of your organization. In doing so, we identify areas of tension and the factors that drive change—all backed by facts and providing a clear foundation for decision-making.

03 Doing Design – Designing an Effective Organization

Together with your leadership team and relevant organizational units, we develop the future organizational design. In doing so, we shape structures, roles, value streams, and governance in a way that fosters successful collaboration and effectively drives value creation.

04 Applying Design – Effectively Implementing Organizational Change

Organizational design is only effective when it is put into practice in day-to-day operations. We implement the design in iterative steps, support leadership and teams, and embed it permanently in your organization through consistent inspection and adaptation.

01 Thinking Design – Anticipating Organizational Needs

We begin by asking why change is necessary and where your organization should be heading. Together, we define its purpose, ambition, and strategic direction. By addressing key guiding questions, we establish a shared understanding of the organizational landscape, the value it aims to create, and the capabilities and systems it needs to achieve this. This provides the foundation of direction and clarity for all subsequent design decisions.

The Five Strategic Decisions

We use the proven “Playing to Win” framework. It guides us through five decisions that, together, form a sound strategy.

What Our Ambition Is

We define a motivating vision. It drives your organization forward and provides direction for everyone.

Where We Play

We clearly define markets, segments, and customer groups. After all, only a clearly defined playing field makes your strategy actionable.

How We Win

We'll help you determine what sets you apart from the competition—through your offerings, products, and game system.

What Skills We Need

We identify the core competencies needed to succeed. To deliver premium products, you need to excel in quality, innovation, and service.

Which systems support us

We identify the supporting management systems that enable your capabilities to be fully realized: strong partners, processes, and governance.

Discuss your project with us

What Our Ambition Is

We define a motivating vision. It drives your organization forward and provides direction for everyone.

Where We Play

We clearly define markets, segments, and customer groups. After all, only a clearly defined playing field makes your strategy actionable.

How We Win

We'll help you determine what sets you apart from the competition—through your offerings, products, and game system.

What Skills We Need

We identify the core competencies needed to succeed. To deliver premium products, you need to excel in quality, innovation, and service.

Which systems support us

We identify the supporting management systems that enable your capabilities to be fully realized: strong partners, processes, and governance.

Discuss your project with us

Design Principles as a Compass

Based on the strategic intent, we work together to derive your design principles. These principles will later serve as the benchmark against which the organization and solutions are measured. This ensures that analysis and design remain aligned. Examples include scalability and the principle of making decisions where the work takes place.

"Together with your managers, we define the purpose and strategic direction for organizational development and future design."

Carina Throne, Senior Manager at CPC

02 Analyzing Design - Systematically Analyzing an Organization

Building on our purpose and strategy, we conduct a holistic analysis of the organization along its value stream. Working together with subject matter experts and leaders, we identify how value is actually created, where tensions arise, and what patterns shape collaboration. This analysis provides clarity on root causes rather than symptoms and brings together different perspectives to form a shared understanding of the current situation.

Goal

A fact-based, shared understanding that clarifies the causes of challenges and provides clear starting points for action.

How We Measure the Organization's Performance

We use proven models such as the Galbraith Star as a framework. It highlights all the levers for change and shows where you should start. We align each finding with your strategy. If necessary, we supplement this with tools such as an EFQM assessment or our process mining for process analysis.

1. Work Processes

How is the work going today? The work process is the foundation—if it’s unclear, everything else becomes difficult.

2. Structures

How is the organization structured? Does its structure promote collaboration or hinder it?

3. Decision-Making Processes

How and where are decisions made? How many levels are involved, and how quickly do you reach a decision?

4. People & Skills

Are the right people with the right skills in the right positions—and in the appropriate capacity?

5. Culture

What habits and norms shape the way you work together? Culture has a direct impact on your results.

"We make the value flow transparent and ensure quality, digitization, and automation along the entire value stream."

Steffen Schweizer, Senior Manager at CPC

03 Doing Design -Designing an Effective Organization

Based on our analysis and vision, we work together to develop the future organizational design. In doing so, we design structures, roles, responsibilities, and governance in a way that effectively supports the value stream and facilitates collaboration. The design is developed iteratively and in collaboration with the relevant organizational units—ensuring that the target organization is sustainable and supported by everyone.

Goal

A clearly defined organizational design that aligns with the strategy, supports value creation, and is embraced by both leadership and the organization.

All Control Levers at a Glance

We design across all facets of the Galbraith Star: work processes, information and decision-making flows, structures, roles, competencies, and incentive systems. We also actively adapt the value stream itself, as that is where added value for your customers is created.

Choose Structures Carefully

There is no one-size-fits-all approach. That’s why we make key decisions together with you. For example, we choose between functional structures and end-to-end processes for each product line. The right approach depends on your strategy and the identified bottlenecks.

Strategy Instead of Imitation

We don’t simply copy what others do. After all, those who merely follow role models will never rise above second place. We learn from specific best practices—for example, when addressing a particular quality issue. However, we always derive the blueprint for your organization from your own strategy. In this way, we don’t just address a symptom; we create a blueprint for sustainable success.

“Organizational design is successful when it makes a difference in everyday life—in decision-making, collaboration, and behavior.”

Milena Pein, Manager at CPC

04 Applying Design -Effectively Implementing Organizational Changes

Organizational design only truly takes effect in day-to-day operations. That’s why we actively guide the implementation process, ensure transparency in the design, and support leaders and teams during the rollout. Through dialogue, support, and enablement initiatives, we provide direction, confidence, and opportunities for continuous growth. By consistently applying the “Inspect & Adapt” approach, we ensure the design is firmly embedded in the organization.

Goal

An organizational design that is effectively implemented, put into practice in day-to-day operations, and enables lasting change—rather than a one-time reorganization.

Our Principles for Implementation

We start by testing many things on a small scale—for example, through simulations and prototyping—before scaling them up to the entire organization. We follow four principles when determining the order:

Step by step instead of a Big Bang

We don't implement everything at once. This keeps the change manageable and allows us to integrate it into our day-to-day operations.

Focus on the area with the greatest impact

We'll start with the issue that's holding you back the most. If decision-making takes too long, that's exactly what we'll tackle first.

Working with Prototypes and Pilots

We first test solutions on a small scale or in a pilot market. If the approach proves successful, we roll it out more widely.

Ensure Effectiveness Through Inspect & Adapt

We continuously monitor the impact of the change and make adjustments accordingly. This ensures that the new design becomes a permanent part of everyday life.

A phased implementation—starting with the most impactful lever first, then moving on to the next—has a natural limit. This is because the building blocks cannot be addressed in any order; some depend on others. For example, new decision-making processes often don’t take effect until the appropriate structure is in place. That’s why we work with you to plan the right sequence. This ensures that the steps build on one another seamlessly and set your organization up for sustainable success in the future.

Additional roles we are bringing to the project

coach

Helps teams and leaders establish new structures, decision-making processes, and ways of working together—in a practical and realistic manner.

coach

focus

Leads individuals, teams, and organizations in adopting agile practices through analysis, empowerment, and support.
Encourages self-discovery of solutions rather than prescribing answers.

relevance

Promotes a culture of continuous improvement and agility.
Helps teams overcome challenges, adopt new ways of working, and achieve better workflows and results.

consultant

Brings expertise in organizational design and operating models—from diagnosis to implementation.

consultant

focus

Diagnoses organizational challenges and provides specific strategies or solutions.

relevance

Provides an external perspective to identify blind spots and opportunities.
Drives agile transformation by overcoming obstacles and ensuring process alignment.

coach

Trains employees and managers in organizational design and effective collaboration.

coach

focus

Designs and conducts agile workshops and structured learning sessions.
Develops learning materials such as presentations, guides, and exercises.
Trains participants in agile principles, values, and practices.

relevance

Promotes a culture of continuous improvement and agility.
Supports the successful implementation and sustainability of agile methods through targeted training.

coach

Role:

Supports teams and organizations in understanding and applying agile methods and principles.
Work with multiple teams to implement collaboration methods such as Scrum or Kanban.

coach

focus

Leads individuals, teams, and organizations in adopting agile practices through analysis, empowerment, and support.
Encourages self-discovery of solutions rather than prescribing answers.

relevance

Promotes a culture of continuous improvement and agility.
Helps teams overcome challenges, adopt new ways of working, and achieve better workflows and results.

consultant

Role:

Brings expertise and experience to analyze processes and structures.
Provides recommendations for optimization and alignment with agile principles.

consultant

focus

Diagnoses organizational challenges and provides specific strategies or solutions.

relevance

Provides an external perspective to identify blind spots and opportunities.
Drives agile transformation by overcoming obstacles and ensuring process alignment.

coach

Role:

Conducts training sessions and workshops to train teams and individuals in agile methods and techniques.
Provides the knowledge and skills required for the effective implementation of agile practices.

coach

focus

Designs and conducts agile workshops and structured learning sessions.
Develops learning materials such as presentations, guides, and exercises.
Trains participants in agile principles, values, and practices.

relevance

Promotes a culture of continuous improvement and agility.
Supports the successful implementation and sustainability of agile methods through targeted training.

What it's like to work with us

For many years, we have been dedicated to organizational design and cultural development. Three guiding principles define who we are: Autonomy, Mastery, and Purpose. We act independently, continuously develop ourselves, and strive to create something meaningful. These principles describe how we work with our clients and what we achieve together.

1. We develop solutions in collaboration with your teams

The solutions are practical, transparent, and driven by a hands-on approach. This leads to results that work in everyday life and are widely accepted.

2. We create momentum

With short cycles, clear priorities, and tangible prototypes, progress becomes quickly apparent to your employees and customers.

3. We combine values, practices, and structure

We combine attitudes, practices, and structures into a cohesive working model. This strengthens resilience, the ability to learn, and sustainable performance within your organization.

4. We make teams effective

Transparency, a focus on strengths, and clearly defined responsibilities foster focused collaboration. This leads to intrinsic motivation and genuine teamwork.

5. We learn through experimentation

We test hypotheses in short cycles, track progress, and work with you to refine the design iteratively.

What our customers say

"CPC quickly understood our challenges, provided many new ideas, and rapidly implemented them in experiments. Over 90% of respondents now understand our new vision and strategy."

Director of Corporate Strategy, Hanwha Q CELLS GmbH

"What sets you apart is that you are not afraid to disagree and do not just tell customers what they want to hear."

Agile Coach, Deutsche Telekom

"I am very satisfied with the result.
The approach was very structured and methodically sound."

Project Lead, Mercedes Benz

"It's remarkable that you approached me with suggestions for problems that I hadn't even noticed."

Agile Coach, Deutsche Telekom

"You pointed out tensions within my team that I had never noticed before. I've never experienced that in any other consultation."

Team Lead, T-Systems

We would like to express our gratitude for these awards.

CPC is five-time No. 1 hidden champion for change management
Year after year, Brandeins/thema names us Germany's best management consultancy for change management.
We have been Focus Top Consultants for many years.
HR Excellence Award and European Training Award winner together with Deutsche Telekom and Lufthansa Technik
We are ranked No. 1 on the Great Place to Work list in the 51–100 employees category and are a Kununu Top Company.

Discuss your project with us!

The first step is very simple—and don't worry: we don't send boring newsletters or annoying advertising emails. Instead, we focus on what's important: your desire for change and how we can help your business move forward.

Steffen Schweizer

Senior Manager

Step 1

Call back or email.

We will contact you within 24 hours, record your requirements, and coordinate an appointment with one of our experts.

Step 2

Free initial consultation.

In a video conference, you explain your project and discuss possible solution scenarios with our expert.

Step 3

You decide how to proceed.

Offer, pitch, or project launch? You decide the next steps.

Questions and answers

Is CPC the "right" partner?

We are the leading consultancy for change management and adaptive organizational design in Germany. We have been supporting international corporations and large medium-sized companies in a wide variety of transformation projects for more than 30 years.

Does CPC have the necessary expertise?

We have relevant experience in agile coaching and in designing and implementing reorganization programs of various sizes. We would be happy to provide you with references and examples of solutions to convince you of our capabilities. Just get in touch with us.

Doesn't that cost an insane amount of time and money?

Yes, it takes time, money, and commitment on your part. But our experience shows that investing in organizational structures and processes that strengthen your company's adaptability, resilience, and performance pays off very quickly.

How can I measure success?

In Analyzing Design, we work with you to define key performance indicators that you can use to determine when you are successful and how much added value your business is generating.

Our corporate culture is unique. Is CPC's approach even appropriate in this context?

From Phase 01 "Thinking Design" to Phase 04 "Applying Design," the focus is exclusively on your company, your goals and ideas, value streams, customers, and employees. We work with you to develop the adaptive organizational design that is right for you. Every organizational project is unique. At the same time, we have now accompanied so many transformations that our standardized approach provides us with a tried-and-tested framework. This saves time and money.

Organizational consulting and adaptive organizational design for improved performance

Our customers

Our solutions for you

01 Thinking Design – Anticipating Organizational Needs

The Five Strategic Decisions

Design Principles as a Compass

02 Analyzing Design - Systematically Analyzing an Organization

Goal

How We Measure the Organization's Performance

03 Doing Design -Designing an Effective Organization

Goal

All Control Levers at a Glance

Choose Structures Carefully

Strategy Instead of Imitation

04 Applying Design -Effectively Implementing Organizational Changes

Goal

Our Principles for Implementation

Additional roles we are bringing to the project

What it's like to work with us

What our customers say

We would like to express our gratitude for these awards.

Discuss your project with us!

Questions and answers

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