Simon Alexander Häuser
Organisational Development & Consulting

Welcome.

I offer cultural (cooperation, behaviour, mindset - all 'people' factors), organisational (structures, processes, instruments, roles) and strategic change. I enable, guide, facilitate and deliver transformation of organisations that want to develop - changing specific situations, enabling solutions and performance, and enhancing the organisation's ability to transform itself.

Since 2008 I work as a freelancer within two professional disciplines: organisational development and personal development.  
These two disciplines inspire each other:
As organisational developer and change consultant I dive deep into organisational cultures, structures, strategies, and the processes of their transformation.
As a personality developer, coach, developmental companion I support individuals to develop mindsets, skillsets, approaches and strategies to find their own unique ways and their coherent definition of their role – viable, 'functioning', and yet authentic and personally integer.
In case you are interested in personality & potential development, you will find my offers here.

This website introduces you to my work as organisational developer and change consultant.

I offer organisational development, change management, and transformational consulting,
connecting three essential dimensions:
culture, people, cooperation, leadership  --  structures, processes, instruments, roles, management  --  strategy, orientation, alignment.

Core competence:
I offer change processes that alow specific goals to become achievable and/or develop the comprehensive functionality and performance of a company or certain parts of it.

Topics:
My project topics are

• comprehensive development and realignment of companies or specific units; combining structural, strategic and cultural aspects; enhancing overall functionality and performance or reaching defined performance goals
• goal-oriented development of cooperation and leadership culture, clarification of roles and relations; strengthening abilites to cooperate and act as a team or whole workforce
• KPI-measurable improvements in the areas of productivity, prevention / safety, quality
• enabling and facilitating authentic and coherent personal development (as the case may be embedded in developments of the work context), development of mindsets, skillsets and moodsets of key persons.

Approach:
As an organisational developer I offer a holistic approach - I understand objectives and change situations in their contexts and handling their multidimensionality.
My field of work is the further development of the entirety of...

• ...a company's culture and its people at all levels of the hierarchy, with their personalities, their attitudes & behaviour, their cooperation and in their possible conflicts.
• ...the structures and processes, roles and instruments of management.
• ...the guiding orientations (purpose, vision, mission), goals and strategies to achieve them.

Utilizing my external perspective & background of experience, skills & approaches, I complement internal expertise and deliver contributions that are essential for a fast as well as lasting development.

Effectiveness:
I accompany companies until a project's objectives are reached, measurable and tangible in 'real life'.
I offer guidance through all phases of change.
My focus is not on superficial, but on sustainable, effective, resilient development: achievement of objectives and enabling a company to realise them independently after a project has ended.

As an organisational developer, I apply a holistic and adaptive approach, which

• understands measures and influencing factors in their contexts and totality and pays attention to their embeddedness accordingly
• proceeds adaptively and sensitively, using perceivable influencing factors in order to unfold previously unused potentials
• allows changes to be implemented in a noticeably effective, efficient, accepted and sustainable way
• enables coherent growth and learning experiences of individuals, teams and the organisation as a whole
• enables the organisation to develop its performance, functionality, and ability to change also for future situations and beyond the topic in focus ('collateral benefits', meta-learning / second-order-learning) 
  
• enables the organisation to achieve the set goals independently in the long term, i.e: self-empowerment.

I am a psychologist (Diplom-Psychologe, Friedrich-Alexander-Universität Erlangen-Nürnberg) and wrote my Diploma about "psychological counselling in situations of intense emotions and in organisations"; and
I am a sociologist (M.A., Johannes Gutenberg-Universität Mainz; former scholar of the Studienstiftung des deutschen Volkes) and wrote my master thesis about Norbert Elias' figurational sociology and the interconnectedness of social, psychological and historical processes.

I attended >300 days of advanced training, further education and supervision in a multitude of methods that qualify for my work with organisations, individuals and groups; among them: systemic councelling and systemic constellations,process work and worldwork, mediation and conflict facilitation, personality-, development- and ressource- focussed methods.

I started working in organisational development during my studies at the university of Mainz, working as an assistant in an institution responsible for formative evaluation and organisational development projects within the university itself. After my graduation I was employed as leadership trainer and project manager in change projects, often focussing on kpi-measured specific performance topics (like safety, quality, productivity).

Since 2008, I am a freelancer, working in the topic of organisational development, people development, change management and transformational consulting.

My clients range from global corporations with 300.000+ employes via family-owned SMB's to start-ups.
I work with various sectors (automotive, chemistry, engineering & solutions, healthcare, finance, IT, raw materials, logistics, marketing) and departments (operations, r&d, sales, IT, headquarters, ...). In case you are interested in specific references, feel free to connect with me.

For impressions of what I work on an with which results, click here for examples of some of my projects done.

Get in touch with me - by phone or mail (see below).

In two or three preliminary talks we will roughly outline the goal of our cooperation, which goals shall be achieved in your specific situation, and what I can possibly contribute and deliver. On the basis of these preliminary talks, I will outline and submit an offer for a first 'exploratory phase': an analysis of the situation, allowing a draft of interventions and measures that will help achieving your goals. We will discuss the results of this analysis together and will decide which steps we will go together, rolling out tailor-made solutions for your situation. 

Alternative entry strategies could be:

Keynote speech / impulse lecture.
Your demand is not a demand for a comprehensive change facilitation, or the time (or your organisation, or key persons in your organisation) is not yet 'ripe' for it. You want to promote their 'readiness for change' and create awareness about possibilities, opportunities and connections with regard to a specific issue - in this case a minimal first intervention via a keynote speech or similar in front of the selected, relevant audience can be the most helpful and easiest entry for you. Contact me and we will discuss goals, contents, possibilities, chances of this approach.

Immediate action ('quick and dirty!').
You have an urgent, instant need for clarification - regarding the handling of an urgent issue, in a team with a manageable number of people, in a cooperative relationship, etc... After a short preliminary discussion, we go directly into a workshop with the decisive persons involved, afterwards we evaluate - in a smaller circle - the results and I support you in defining the game-changing follow-up measures and finding your action strategy for dealing with the situation. Result: You will be oriented and able to take action regarding your next steps in the shortest possible time.

Cooperations:
If your situation demands a disruptive reorganisation / a 'hard turnarounds' I work side by side with specialists for financial, legal and strategic issues. I contribute to key aspects of the turnaround and the improvement of the company's functionality with a focus on strategy and processes, culture and cooperations, empowerment and enabling of people. The team as a part of which I offer my services in this field are the Management Support Partners.

If your demand is about agile working (transformation of collaboration methods towards dynamic-adaptive forms), I cooperate with a number of corresponding experts, also in case specific methods and/or IT-based methods should be useful.