{"id":547,"date":"2020-01-14T16:11:55","date_gmt":"2020-01-14T16:11:55","guid":{"rendered":"https:\/\/dev.processline.de\/unsere-methoden"},"modified":"2023-08-28T09:57:53","modified_gmt":"2023-08-28T09:57:53","slug":"our-methods","status":"publish","type":"page","link":"https:\/\/www.processline.de\/en\/services\/our-methods\/","title":{"rendered":"Our methods"},"content":{"rendered":"<div>\n<h1>Our methods.<\/h1>\n<div>\n<p>Change management in the organisation is only successful if the formulation of the problem, goals, and level of organisations are viewed holistically.<\/p>\n<\/div>\n<\/div>\n<div>\n<h2>Consulting approach for organisational change.<\/h2>\n<div>\n<h3>Connection of structural and cultural methods<\/h3>\n<ul>\n<li>A holistic view of the areas for action of an organisation<\/li>\n<li>A holistic view of the effect of possible solutions<\/li>\n<\/ul>\n<h3>Systemic view of the organisation<\/h3>\n<ul>\n<li>Focus on measures with leverage<\/li>\n<li>Considering the mid-term and long-term effect of measures<\/li>\n<\/ul>\n<h3>Organisational and personal focus<\/h3>\n<ul>\n<li>Accompanying processes related to group dynamics (workshop design\/moderation)<\/li>\n<li>Accompanying processes related to staff (coaching, training on the job)<\/li>\n<\/ul>\n<h3>Expert knowledge<\/h3>\n<h3>Process and project management know-how<\/h3>\n<\/div>\n<\/div>\n<div>\n<p>        <img decoding=\"async\" src=\"https:\/\/www.processline.de\/wp-content\/uploads\/2020\/02\/change-phases-en_200227.svg\" alt=\"\"><\/p>\n<h2>Stages of organisational change.<\/h2>\n<div>\n<p>Everyone knows the stages we go through during periods of change. Not only as personal experience but also in the company. The first impulse during change tends to be <strong>euphoria<\/strong> because everyone wants something to change. However, <strong>shock<\/strong> takes its place quickly since change is all well and good but please not for me!<\/p>\n<p>After the state of shock, much energy is spent on proving that everything is good the way it is and always has been. We call this stage <strong>denial<\/strong>. Once it is evident that the change is consequential, the organisation falls into a <strong>depressive state<\/strong>. Only then, can change be achieved slowly but steadily, followed by <strong>acceptance<\/strong>.<\/p>\n<\/div>\n<p><a href=\"https:\/\/www.processline.de\/en\/services\/our-methods\/stages-of-organisational-change\/\">Continue<\/a><\/p>\n<\/div>\n<div>\n<p>        <img decoding=\"async\" src=\"https:\/\/www.processline.de\/wp-content\/uploads\/2020\/02\/change-network-en_200227.svg\" alt=\"\"><\/p>\n<h2>Developmental stages in organisations. <\/h2>\n<p>The processline change network.<\/p>\n<div>\n<p><strong>Strategy, technology, processes, organisation<\/strong> and <strong>culture <\/strong>are the five key elements of a company. These five aspects should be aligned symmetrically and harmoniously. The result is a healthy company that has the best chances of being successful and maintaining that success in the future as well.<\/p>\n<\/div>\n<p><a href=\"https:\/\/www.processline.de\/en\/services\/our-methods\/developmental-stages-in-organisations\/\">Continue<\/a><\/p>\n<\/div>\n<p><!--more--><br \/>\n<!-- {\"children\":[{\"type\":\"section\",\"props\":{\"image_position\":\"center-center\",\"padding\":\"xsmall\",\"padding_remove_bottom\":true,\"padding_remove_top\":false,\"style\":\"default\",\"title_breakpoint\":\"xl\",\"title_position\":\"top-left\",\"title_rotation\":\"left\",\"vertical_align\":\"middle\",\"width\":\"large\"},\"children\":[{\"type\":\"row\",\"children\":[{\"type\":\"column\",\"props\":{\"image_position\":\"center-center\",\"position_sticky_breakpoint\":\"m\",\"width_medium\":\"1-1\"},\"children\":[{\"type\":\"module\",\"props\":{\"menu_image_align\":\"center\",\"menu_image_margin\":true,\"menu_style\":\"default\",\"menu_type\":\"nav\",\"text_align\":\"right\",\"type\":\"bcn_widget\",\"widget\":\"bcn_widget-2\"}}]}]}],\"name\":\"Breadcrumbs\"},{\"type\":\"section\",\"props\":{\"animation\":\"slide-bottom-medium\",\"animation_delay\":\"200\",\"image_position\":\"center-center\",\"style\":\"default\",\"title_breakpoint\":\"xl\",\"title_position\":\"top-left\",\"title_rotation\":\"left\",\"vertical_align\":\"middle\",\"width\":\"large\"},\"children\":[{\"type\":\"row\",\"props\":{\"margin\":\"large\"},\"children\":[{\"type\":\"column\",\"props\":{\"image_position\":\"center-center\",\"position_sticky_breakpoint\":\"m\",\"width_medium\":\"1-1\"},\"children\":[{\"type\":\"panel\",\"props\":{\"content\":\"\n\n<p>Change management in the organisation is only successful if the formulation of the problem, goals, and level of organisations are viewed holistically.<\\\/p>\",\"content_column_breakpoint\":\"m\",\"icon_width\":80,\"image_align\":\"top\",\"image_grid_breakpoint\":\"m\",\"image_grid_width\":\"1-2\",\"image_svg_color\":\"emphasis\",\"link_style\":\"default\",\"link_text\":\"Read more\",\"margin\":\"default\",\"meta\":\"\",\"meta_align\":\"below-title\",\"meta_element\":\"div\",\"meta_margin\":\"small\",\"meta_style\":\"h4\",\"panel_padding\":\"default\",\"panel_style\":\"card-primary\",\"title\":\"Our methods.\",\"title_align\":\"top\",\"title_element\":\"h1\",\"title_grid_breakpoint\":\"m\",\"title_grid_width\":\"1-2\",\"title_hover_style\":\"reset\",\"title_style\":\"h1\"}}]}]},{\"type\":\"row\",\"props\":{\"margin\":\"large\"},\"children\":[{\"type\":\"column\",\"props\":{\"image_position\":\"center-center\",\"position_sticky_breakpoint\":\"m\",\"width_medium\":\"1-1\"},\"children\":[{\"type\":\"panel\",\"props\":{\"content\":\"\n\n<h3>Connection of structural and cultural methods<\\\/h3>\\n\n\n<ul>\\n\n\n<li>A holistic view of the areas for action of an organisation<\\\/li>\\n\n\n<li>A holistic view of the effect of possible solutions<\\\/li>\\n<\\\/ul>\\n\n\n<h3>Systemic view of the organisation<\\\/h3>\\n\n\n<ul>\\n\n\n<li>Focus on measures with leverage<\\\/li>\\n\n\n<li>Considering the mid-term and long-term effect of measures<\\\/li>\\n<\\\/ul>\\n\n\n<h3>Organisational and personal focus<\\\/h3>\\n\n\n<ul>\\n\n\n<li>Accompanying processes related to group dynamics (workshop design\\\/moderation)<\\\/li>\\n\n\n<li>Accompanying processes related to staff (coaching, training on the job)<\\\/li>\\n<\\\/ul>\\n\n\n<h3>Expert knowledge<\\\/h3>\\n\n\n<h3>Process and project management know-how<\\\/h3>\",\"content_column_breakpoint\":\"m\",\"icon\":\"\",\"icon_color\":\"muted\",\"icon_width\":60,\"image\":\"\",\"image_align\":\"left\",\"image_grid_breakpoint\":\"m\",\"image_grid_width\":\"auto\",\"image_svg_color\":\"emphasis\",\"image_width\":\"500\",\"link_style\":\"default\",\"link_text\":\"weiterlesen\",\"margin\":\"default\",\"meta\":\"\",\"meta_align\":\"below-title\",\"meta_element\":\"div\",\"meta_margin\":\"small\",\"meta_style\":\"h4\",\"panel_image_no_padding\":true,\"panel_padding\":\"default\",\"panel_style\":\"card-default\",\"title\":\"Consulting approach for organisational change.\",\"title_align\":\"top\",\"title_element\":\"h2\",\"title_grid_breakpoint\":\"m\",\"title_grid_width\":\"1-2\",\"title_hover_style\":\"reset\",\"title_style\":\"h2\"}}]}]},{\"type\":\"row\",\"props\":{\"margin\":\"large\"},\"children\":[{\"type\":\"column\",\"props\":{\"image_position\":\"center-center\",\"position_sticky_breakpoint\":\"m\",\"width_medium\":\"1-1\"},\"children\":[{\"type\":\"panel\",\"props\":{\"content\":\"\n\n<p>Everyone knows the stages we go through during periods of change. Not only as personal experience but also in the company. The first impulse during change tends to be <strong>euphoria<\\\/strong> because everyone wants something to change. However, <strong>shock<\\\/strong> takes its place quickly since change is all well and good but please not for me!<\\\/p>\\n\n\n<p>After the state of shock, much energy is spent on proving that everything is good the way it is and always has been. We call this stage <strong>denial<\\\/strong>. Once it is evident that the change is consequential, the organisation falls into a <strong>depressive state<\\\/strong>. Only then, can change be achieved slowly but steadily, followed by <strong>acceptance<\\\/strong>.<\\\/p>\",\"content_column_breakpoint\":\"m\",\"icon_width\":80,\"image\":\"wp-content\\\/uploads\\\/2020\\\/02\\\/change-phases-en_200227.svg\",\"image_align\":\"left\",\"image_grid_breakpoint\":\"m\",\"image_grid_column_gap\":\"large\",\"image_grid_width\":\"1-2\",\"image_svg_color\":\"emphasis\",\"image_width\":\"700\",\"link\":\"https:\\\/\\\/www.processline.de\\\/en\\\/services\\\/our-methods\\\/stages-of-organisational-change\\\/\",\"link_style\":\"default\",\"link_text\":\"Continue\",\"margin\":\"default\",\"meta_align\":\"below-title\",\"meta_element\":\"div\",\"meta_style\":\"text-meta\",\"panel_image_no_padding\":false,\"panel_padding\":\"default\",\"panel_style\":\"card-default\",\"title\":\"Stages of organisational change.\",\"title_align\":\"top\",\"title_element\":\"h2\",\"title_grid_breakpoint\":\"m\",\"title_grid_width\":\"1-2\",\"title_hover_style\":\"reset\",\"title_style\":\"h2\"}}]}]},{\"type\":\"row\",\"props\":{\"margin\":\"large\"},\"children\":[{\"type\":\"column\",\"props\":{\"image_position\":\"center-center\",\"position_sticky_breakpoint\":\"m\",\"width_medium\":\"1-1\"},\"children\":[{\"type\":\"panel\",\"props\":{\"content\":\"\n\n<p><strong>Strategy, technology, processes, organisation<\\\/strong> and <strong>culture <\\\/strong>are the five key elements of a company. These five aspects should be aligned symmetrically and harmoniously. The result is a healthy company that has the best chances of being successful and maintaining that success in the future as well.<\\\/p>\",\"content_column_breakpoint\":\"m\",\"icon_width\":80,\"image\":\"wp-content\\\/uploads\\\/2020\\\/02\\\/change-network-en_200227.svg\",\"image_align\":\"left\",\"image_grid_breakpoint\":\"m\",\"image_grid_column_gap\":\"large\",\"image_grid_width\":\"1-2\",\"image_svg_color\":\"emphasis\",\"image_width\":\"700\",\"link\":\"https:\\\/\\\/www.processline.de\\\/en\\\/services\\\/our-methods\\\/developmental-stages-in-organisations\\\/\",\"link_style\":\"default\",\"link_text\":\"Continue\",\"margin\":\"default\",\"meta\":\"The processline change network.\",\"meta_align\":\"below-title\",\"meta_element\":\"div\",\"meta_style\":\"h4\",\"panel_image_no_padding\":false,\"panel_padding\":\"default\",\"panel_style\":\"card-default\",\"title\":\"Developmental stages in organisations. \",\"title_align\":\"top\",\"title_element\":\"h2\",\"title_grid_breakpoint\":\"m\",\"title_grid_width\":\"1-2\",\"title_hover_style\":\"reset\",\"title_style\":\"h2\"}}]}]}],\"name\":\"Unsere Methoden\"},{\"type\":\"section\",\"props\":{\"animation\":\"fade\",\"image_position\":\"center-center\",\"padding\":\"small\",\"status\":\"disabled\",\"style\":\"primary\",\"title_breakpoint\":\"xl\",\"title_position\":\"top-left\",\"title_rotation\":\"left\",\"vertical_align\":\"middle\",\"width\":\"large\"},\"children\":[{\"type\":\"row\",\"props\":{\"layout\":\"2-3,1-3\"},\"children\":[{\"type\":\"column\",\"props\":{\"image_position\":\"center-center\",\"position_sticky_breakpoint\":\"m\",\"width_medium\":\"2-3\"},\"children\":[{\"type\":\"headline\",\"props\":{\"content\":\"Wo wir so erfolgreich sind.\",\"css\":\".el-element { margin-bottom: 10px; }\",\"margin_remove_bottom\":false,\"title_element\":\"h3\"}},{\"type\":\"text\",\"props\":{\"column_breakpoint\":\"m\",\"content\":\"\n\n<p>Erfahren Sie, in welchen Fachgebieten wir unser Know-how einbringen!<\\\/p>\",\"css\":\".el-element p { margin: 0; }\",\"margin\":\"default\",\"margin_remove_top\":true,\"text_style\":\"large\"}}]},{\"type\":\"column\",\"props\":{\"image_position\":\"center-center\",\"position_sticky_breakpoint\":\"m\",\"vertical_align\":\"middle\",\"width_medium\":\"1-3\"},\"children\":[{\"type\":\"button\",\"props\":{\"button_size\":\"large\",\"fullwidth\":false,\"grid_column_gap\":\"small\",\"grid_row_gap\":\"small\",\"margin\":\"default\",\"text_align\":\"right\",\"text_align_breakpoint\":\"m\",\"text_align_fallback\":\"left\"},\"children\":[{\"type\":\"button_item\",\"props\":{\"button_style\":\"default\",\"content\":\"Unsere Know-how\",\"icon_align\":\"left\",\"link\":\"services\\\/our-know-how?lang=en\"}}]}]}]}],\"name\":\"CTA\"},{\"type\":\"section\",\"props\":{\"image_position\":\"center-center\",\"padding_remove_bottom\":true,\"style\":\"default\",\"title_breakpoint\":\"xl\",\"title_position\":\"top-left\",\"title_rotation\":\"left\",\"vertical_align\":\"middle\",\"width\":\"large\"},\"children\":[{\"type\":\"row\",\"children\":[{\"type\":\"column\",\"props\":{\"image_position\":\"center-center\",\"position_sticky_breakpoint\":\"m\",\"width_medium\":\"1-1\"}}]}],\"name\":\"Spacer\"}],\"version\":\"4.0.8\",\"type\":\"layout\"} --><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Our methods. Change management in the organisation is only successful if the formulation of the problem, goals, and level of organisations are viewed holistically. Consulting approach for organisational change. Connection of structural and cultural methods A holistic view of the areas for action of an organisation A holistic view of the effect of possible solutions [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":0,"parent":553,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"class_list":["post-547","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Our methods &#8211; processline<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.processline.de\/en\/services\/our-methods\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Our methods &#8211; processline\" \/>\n<meta property=\"og:description\" content=\"Our methods. 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