Axisto industry consulting

Approach – Introduction

Under otherwise equal circumstances, the success of an organization is determined by the attitude and behavior of its people. While placing people at the center of the organization is essential for a successful change or transformation, focusing solely on the human aspect—the “soft” side of the organization—is not sufficient.

The “hard” side, the operating model, is also a crucial component of the change or transformation program. Many challenges on the human side actually stem from a poorly structured operating model.

A successful change management or transformation therefore requires an integrated “hard-soft” approach. With increasing digitalization, technology has become a necessary component of any change management or transformation initiative.

Outcomes of the program must be sustainable. Developing ownership within the organization for both the changes and their results is crucial to achieving this. That is why we involve people from the very beginning. They take ownership of the program, the solutions developed within it, and the results achieved.

For the development of a more effective attitude and behavior, a concrete, measurable performance improvement context is necessary.

Ensuring lasting results is not a matter reserved for the final stages of the process—it is a continuous effort that begins with the first contact and runs throughout the entire program. It goes hand in hand with the development of ownership.

Phasing and Execution Approach

The phasing and content of each stage of execution depend entirely on the specific request of the client. In most cases, we follow this structured approach:

1. Quick Scan

Based on the request for support, we gather all relevant information to define the first assignment in collaboration with the client. We engage with key stakeholders to understand their perspective on the challenge and request, visit the operational environment, and develop an initial understanding of the organization. The first assignment formulation includes the intended qualitative and quantitative outcomes, as well as a plan of action for the “Analysis & Design” phase.

2. Analysis & Design

We conduct a thorough analysis of the current situation while simultaneously building productive relationships within the organization. By gaining shared insights into how the actual performance levels are achieved, we develop organizational acceptance of the current reality.

These insights are then used to co-create an operational vision and ambitious goals with the Top Team. Together with key personnel, we design a phased transformation approach and finalize the assignment formulation.

3. Implementation

Initial Phase:

We assist the existing organization in designing the necessary adjustments to the operating model. Even at this early stage, we begin integrating new elements.

Middle Phase:

The focus shifts to achieving the targeted quantitative results, in parallel with refining the improved operating model. A key emphasis is placed on developing more effective behaviors and mindsets within the organization, as these are the critical factors for long-term high performance.

Final Phase:

The last stage ensures that improvements and results are fully embedded. The elements of the new operating model are stabilized, proficient use of tools and methods is secured, and ongoing leadership development is reinforced. The onboarding process for new employees is also embedded to ensure continuity.

By the end of the implementation, employees are proud of the improvements they themselves have delivered and are equipped with the skills and motivation to continue advancing to the next performance level.