During a period of approximately 40 years, we are working five days a week for eight hours. I want to help you and your company to use this significant part of life time sustainably, effectively and to the benefit of all stakeholders.
"In Gang" means "get going" or "keep going" in German. In Gang Beratung GmbH is a small consulting enterprise based in Zurich (Switzerland) owned by Katrin Lüthi. Ich verfüge über langjährige Erfahrung als Führungskraft, Transformationsbegleiterin und Projektleiterin im Softwarebereich sowie über eine fundierte Ausbildung als Organisationsberaterin und Coach. Meine Beratung kann je nach Ausgangslage remote oder vor Ort, auf Deutsch oder auf Englisch stattfinden.
Ich arbeite mit Führungskräften, Teams und Abteilungen auf allen Stufen und in verschiedenen Branchen, sowohl in kleinen Startups wie in grösseren Unternehmen. Auch Einheiten der Verwaltung zählten schon mehrfach zu meine Kunden und Kundinnen. Durch meinen Hintergrund als Software-Entwicklerin und Führungskraft in der Informatikbranche kann ich mich besonders gut in die Situation von IT- und Technologie-Unternehmen einfühlen. Ich weiss, was es heisst, wenn der Build schon wieder failed oder was ein Mergeproblem ist, wenn man gerade dabei ist, das API zu fixieren. Auch agile Frameworks sind mir aus der Praxis seit langem vertraut – in allen möglichen Ausprägungen.
Why is this company called "In Gang Beratung"? Its simple - I want teams, organizations, and individuals to get going with useful processes and practices (in Gang bringen) or keep doing them (in Gang halten).
It is my conscious decision not to promise you to "lift your organization to the next level" (e.g. 4.0?), to "push your team beyond their limits" (ouch!) or even to make you "successful" (what does success mean anyway?). All these buzzwords imply that you just have to invest one time to reach a condition which is clearly defined by best practice - and then you are safe forever.
I know from experience that all this sounds very appealing, but is not the truth. We are in the realm of complexity, where there simply are no best practice solutions that fit all teams, all organizations and all individuals. Groups of people and organizations are changing all the time and subject to lots of influences. This means you have to adapt continuously - even if this sounds tiresome, expensive and not at all like an easy solution.
That's why my company name is simple, pragmatic and buzzword-free. Let's get going and keep the good things going!
Organizational Development is concerned with questions like: How do we create structures to support our growing organization without creating too much bureaucracy? Can we stay agile and unique while growing at scale? How do we support our leaders in managing successfully, but still according to our values? Pragmatic processes, roles and authentic leadership need to be nurtured and revised time and time again. New leaders may need training, but often also coaching to support effective leadership in practice. (Click to read more).
Even before problems arise, it pays to invest in team development. Expert knowhow and diversity are necessary to address the complex issues that modern teams face. However, a team does not always make the most of this diversity - it often remains a group of individuals. Different communication styles and needs can collide and lead to open or hidden conflicts in the medium term. Preventive team development helps to recognize and address these tensions before they become manifest as a problem.
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Team Coaching can be the solution to challenging situations like diffculties between team members, a sudden increase in the amount of work or unclear roles and responsibilities. If conflicts are not resolved in time, the team becomes less and less effective. Some teams also struggle with committing to goals or with trusting each other. I offer tailored workshops to adress those issues and support your teams to find their own actionable next steps to sustainably resolve the situation.
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Do your employees complain they have too many meetings? How stuffed does your own agenda look like at the moment? Meetings are often underestimated, but they offer an excellent starting point for small experiments on how the organizational culture could be changed. Indeed, meetings are where much of the communication and information exchange in organizations is organized. It is therefore worth investing in a meaningful and efficient meeting structure. This involves much more than facilitation and agenda setting. (Click to read more)
Unternehmen wachsen, Mitarbeitende wollen sich entwickeln. Die Win-Win-Schnittstelle von beidem ist, dass Mitarbeitende mit Potenzial eine Führungsrolle erhalten. Es empfiehlt sich allerdings, dieses Potenzial gezielt zu fördern. Viele HR-Abteilungen haben …
Wann macht es Sinn, Arbeit als Teamarbeit zu organisieren? Sind wir ein Team, wenn wir den gleichen Vorgesetzten haben oder agil arbeiten? Und kann uns Teamentwicklung dabei helfen? In diesem …
Warum ist es eigentlich so schwer, als Unternehmen agil zu werden? Und ist es überhaupt wünschenswert? Eine Betrachtung jenseits von Wertungen und einfachen Rezepten.
