andersberater:innen GmbH sees itself as a value-orientated, innovative and agile company, in which flat hierarchies are not only implemented for reasons of effective and efficient work organisation, but above all because this corresponds to our understanding and our attitude with regard to competence and resource orientation:
The person who knows the most about a particular area ” wears the hat”
Employees have different strengths and competences – their role in the organisation in relation to the implementation of of certain tasks and projects within the organisation. The person who knows the most about a particular area has “the hat on” – i.e. takes the lead in relation to this task or project. this project.
Employees can therefore fulfil different roles at the same time , depending on the task/project. This way of working makes sense, as limited resources are not wasted in time-consuming” discussions aboutcompetences and responsibilities” – However, it requires good communication and transparency in the implementation of projects.
In concrete terms, we implement this model as follows:
- In addition to the long-term strategy work and the work on the vision and mission are carried out at longer intervals, target planning meetings are held twice a year by the management team. Based on the OKR method , annual targets and – derived from this – targets for the first and second targets are set for the first and second half of the year. These targets are reviewed on a quarterly basis and adjusted if necessary (retrospective and review)
- every 1. Wednesday of the month , the management and leadership team ( three to four employees, depending on the focus ) meet for a planning meeting. All important topics / tasks are discussed – roles and”hats” are defined.
- The documentation of the distribution of tasks and responsibilities takes place in a Kanban board (we currently use Microsoft Planner) to which all members of the management team have access. Thanks to the corresponding visualisation , everyone can see the status of processing, the workload and possible interfaces to their own tasks and projects “in real time “.
- Between the monthly management meetings , smaller groups or groups of 2-person meet to drive forward the operational implementation of the projects under the leadership of the employee responsible in each case.
- Where possible , decisions are made by consensus. If this is not possible, the colleague who has the”leadership role” in this matter decides. In the case of legally relevant issues or issues with significant financial relevance the management makes a decision.
As far as commitment to values is concerned, we play in the”premier league”.
Why am I”telling” you all this? Everyone who works for andersberater:innen are united in their ambition, to become better and better in everything we do. We are not the”biggest”, other companies in the industry are much”more successful economically. But when it comes to the attitude of our employees and their commitment to values, we play in the”premier league”. This became very clear once again at the summer party last Thursday: Even while eating and drinking , the coaches present are always talking to each other about the question with which offers and formats the coachees can be offered the greatest possible benefit. Mutual interest, appreciation of the different working methods and competences and a focus on the question of how we can how we can meet the needs of the coachees even better.
We have our next AZAV monitoring auditin in October . With the team and the quality that is delivered every day, we will certainly pass with flying colours again (i.e. without any”deviations”). It ‘s a pleasure to work with such great people.
If you need coaching yourself – regardless of whether you want to become self-employed, want to make a career change or qualify as a manager: take a look at the page with our coaches and arrange a free initial consultation. I ‘m absolutely certain that you ‘ ve come to the right place.
Best wishes and a good start to a valuable and successful week
Thomas Mampel
