New leadership.
Old system.
You have taken over and are expected to become faster, more modern and more attractive, but you inherit a pyramid that prevents exactly that.
The expectation is a fresh start.
The structure is inertia.
All eyes are on you: the business is supposed to pick up speed again, become more modern, be attractive to good people. Yet every decision still climbs the old staircase, and every idea gets stuck in the same committees as under your predecessor. Charisma alone won’t straighten that out.
If the change is to be real, what is needed is not yet another announcement, but a different structure: charisma leaves, structure stays.
Not another tool,
but an organization that carries speed.
A team realizes mid-project that the customer needs something different from what was agreed. The solution is obvious, yet the question first has to travel through three levels and an approval round. By the time the answer arrives, the situation has long since changed.
As early as 1926, Mary Parker Follett demanded that whoever knows the matter decides, not whoever sits highest20.
This is exactly how we build, together with you, a Beta organization123. Small teams carry full responsibility for results and decide right at the customer. They absorb surprises themselves, and ideas go live fast. This makes your organization stable and agile at the same time, and energy flows into value creation instead of alignment.
Alignment stays inside the team, then the idea goes straight to the market: a few steps, and the value is delivered.
Three steps. One path.
No mammoth project: a clearly defined entry, a determined shift, a system that stays.
Understand your system.
You want a fresh start, the inherited structure slows it down; speed seeps away in the system. You make visible exactly where, and your people learn to see it themselves from now on.
System check without maturity theater
From Alpha to Beta.
Carve small teams with their own results responsibility, agree collaboration directly instead of escalating, measure against the market instead of plan figures: with the whole system, radically inviting, timeboxed. No pilot-group cosmetics.
The core program
The system that stays.
Once your system stands, it gets its operating system: BetaOS keeps cells, seams and value creation permanently visible, the living picture of your organization instead of org chart and budget binder. No control tower: BetaOS shows the structure, it doesn’t direct it, and the numbers belong to the teams, not to a head office. Because the shift from Alpha to Beta applies to your software, too.
Your Beta operating system
You rebuild.
We bring the cadence.
Beta cannot be delivered to your door: you do the rebuild yourselves, with the whole system. We bring method, tooling and the cadence of the rebuild, timeboxed instead of endless. After that, the cadence of your business is set by the market, not by us. A small team, no consulting apparatus, right with the customer.
Ute Athen
In a fast-growing tech startup I saw early on how classic management structures slow a company’s dynamics down. Today I help companies cut bureaucracy and put value creation back at the centre. In doing so I combine my leadership experience with cultural studies thinking, business know-how and my experience as a coach and facilitator.
Anja Link
As a certified accountant, I hold numbers, data and facts close to my heart: I keep everyone else’s back free of all things administrative, so that “Finally, Monday!” applies internally too. Having grown up in classic Alpha finance systems, I am fascinated by the freedom that value creation accounting unleashes for us and our clients. Beta principles are arriving ever faster, even in the conservative world of finance.
Dr.-Ing. Stefan Link
I built my first startup in 2003 as a decentralized network organization with self-organized teams. After that, as CTO and COO at companies including Bauer Media, Mondia Media and Finanzcheck, I experienced how the same principles work in large enterprises. Today I accompany organizations from startup to corporation through the system shift to Beta.
Katie Lucke
As an entrepreneur in my own butchery business and as a transformation coach at Osteria and REWE, I have experienced the power companies develop when they bet on unfolding potential and on trust. The foundation for this is a positive image of humankind. In coaching, I recognize the big picture with a systemic view and make it discussable in a trusting way.
Finally, Monday!
Together with us you put your horsepower on the road: a contemporary organizational model, speed that reaches the customer, and Mondays everyone is glad to be back. We take the first step together: a system check.