Agility is a dominant topic in the strategic discussion of leading companies: Digital technologies are drivers of disruptive change in business models and thus of change in workforce and organization. 

  • on the one hand, customers are getting used to ever shorter processing times and, on the other, expect increasingly individualized solutions to their problems; 
  • many employees are also demanding more opportunities to make their work more flexible; 
  • and leadership is increasingly developing into a concept of responsibility shared within the team. 

We understand agility as the ability of an organization to adapt quickly to a complex, turbulent environment characterized by uncertainty. It is becoming a key success factor for companies in a dynamic competitive environment.

In order to survive in today’s competitive environment, companies have to react ever more flexibly and quickly. This also presents new challenges for human resources work. For this reason, HR management has changed significantly in recent years.

Agile HR takes a holistic view of challenges and solves them in a flexible and customer-oriented way. It supports, empowers and is a role model. One of the most important tasks for agile HR is training and development, i.e., supporting the development of organizational members. Here, the Learning & Development function of HR sets in motion one of the most powerful drivers available to an organization: intrinsic motivation. 

In this regard, the L&D team of an agile HR is primarily characterized by its ability to identify and support the special talents of employees. A sound understanding of intrinsic motivation, performance management, human learning, as well as deep know-how regarding agility concepts and knowledge management results in the insight that “learning on demand” is much more target-oriented than ” conventional learning”. By professionalizing today’s learning, agile HR lays the foundation for an adaptive, agile organization.

OTP supports agile HR in changing the mindset of organizational members through Learning & Development: From profession to vocation!

In the context of agile HR consulting, coaching occupies a special position. Many large companies are following this path today. It enables targeted, individual and instant answers to employees’ short term needs on a very broad range of issues. Solutions can be found in both individual and team coaching:

  • Integration coaching

Faster integration promotes productivity through cultural adaptation and an appropriate mindset

  • Performance coaching

Supports employees in achieving their goals by analyzing possible barriers 

  • Coaching for better collaboration

Productivity and efficiency can be severely limited by a lack of social skills or promoted by an agile mindset. 

To help employees plan their professional future within the company.

  • Coaching of project teams

So that the team realizes its (individual and collective) potential and develops agile competencies.

  • Leadership coaching

The step towards agile leadership in the context of transformation processes can usually be taken faster and more competently with coaching.

  • Redeployment / Outplacement Coaching

For change management this often is a necessary and valuable support. The employees can carry out their career transition professionally in the case of changes in the company.

In agile HR management, HR takes on the role of facilitator of change (transformer). The goal is to make the organization and its employees more agile. This means that it not only focuses on the needs of the employees, but also on actively shaping the change. Elements include fostering a corporate culture that puts agile teams at the center. The teams are often formed for specific projects or tasks, and after these are completed, new teams are formed for the next tasks. This also includes bringing agile leadership competencies and an agile mindset into the company and bringing them alive more strongly. That is why it is important for us as consultants to work together with HR to support the transformation. We see four principles as particularly important here:

  • Customer focus: Our consulting and coaching is a service for employees who have a need or a challenge. So it is important to ask: What is the challenge (of the business) that needs to be solved?
  • Iterative work: It’s important to drive on sight these days – for the business and likewise for HR consulting. This means that the final result of the consulting is not known at the beginning. The service is provided in iterative steps, in which the focus is on the discussion and feedback. It is therefore a developmental process in which the client always sees intermediate results. What the client really needs is the most important question.
  • Flexibility: In today’s fast-paced world, nothing is set in stone. Processes and programs need to be flexible and quickly changeable. And there needs to be extensive customization to meet individual needs.
  • Role as enabler: HR consulting, and coaching in particular, can be used in a targeted and needs-specific manner. HR consulting thus provides help for self-help and helps to ensure that the organization and processes function well. 

If the business is agile, HR consulting must be too. Holism, customer focus and flexibility are the hallmarks of such consulting – and it must also drive the transformation. 

Call us to discuss your transformation.

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