Systemic thinking to master complexity!
There is no “WORLD PAUSE KEY”. We cannot simply pause our globally networked social and economic systems and then return to “normality” – whatever normality may mean, because in the meantime everything continues to function independently … Have we lost control, did we ever “control” it? Were we even able to grasp this complexity, or have we simply overtaken ourselves with globalization and digitization? How much “agility” does an organizational structure allow? Just be mobile, but turn in a circle without direction?
# Approach & modes of action
We represent the systemic approach because we see it as a valid method to grasp complexity, to master it as much as possible in order to understand how it works.
The holistic and systemic approach
We live in a global world where we have tried for decades, even centuries, to network. We succeeded quite well as long as it was continuous, i.e. evolutionary. However, new information and communication technologies of the 20th century have brought rapid progress in globalization and networking – a revolutionary era whose progressive progress brought us to the limit.
So we have integrated, and integrated, and integrated many of the “new methods” – from the Internet of Things, travel, working internationally networked, means of communication, etc. into our systems … until we have actually come to a point for several years are where you have to honestly say: Who can even grasp this complexity? Who can and wants to try to understand these modes of operation? Who else can keep up with the pace? And are the meaning / use / goal even clear to us? Do we stand by it? How global can and do we really want to think and act? What are we aiming at – which direction do we want to go?
Disruptive innovation is the challenge of our time. If we want to try to master this complexity in any way, we probably have no choice but to resort to the systemic approach, because from today’s point of view this is still the most valid model for it. For individuals and organizations.
Systemically tries to describe a system in which there are people as socially complex. The smallest complex system is the human being.
So does the first question begin? What is the system to be considered anyway? In which relevant environment is it located and is therefore influenced how and by whom? This stable system triangle …
1. How does the structure work operationally (how is it procedurally organized in terms of its structure and processes)?
2. Which people play which role ( culture ) in which function and in which position or interact with each other?
3. What is the long-term orientation of all operational thinking and action, ie which strategy is being pursued?
If only one of these three pillars – strategy, organization or culture – is unstable and unknown to the people involved, the entire system will not run efficiently. In the smallest way we understand that in our body with the principle – body, mind and soul – in organizations or systems with strategy, structure and culture. The first-level managers must also focus on the relevant environment , because this influences the system from the outside, so to speak.
Transformation means that changes take place at all levels, and therefore the entire system has to be realigned and coordinated. We can help!
We do our part for your system!
The truth emerges in the eye of the beholder – based on the constructivist approach: What do you see when you look at your surroundings, what can you (for) perceive, what is observable now different or the same? Is that just your picture, or do others see it that way? Let’s look at this together.
Your point of view - our expert point of view
It is important to realign the corporate strategy, to sharpen customer benefits, to adapt your point-of-sales in order to reach your customers, to advance digitization, to adapt the organization, to streamline processes, to harmonize online and offline, to design your employees and managers and to train them further or to make them effective in new roles, to develop the teams, and much more – we support you in your projects.
From discussion to implementation
Together with our cooperation partners, we can answer any questions you may have
- Strategy development
- Organizational development
- Personnel development
- Personnel search & occupation
- Corporate culture
- Transformation / digitization
- Change management
- Mediation & conflict management
- Agile workshops & moderation
- Coaching & sparring
- Customer benefit analysis
- and much more
Many mosaic stones create an overall picture
For us, community does not just mean posting pictures or distributing likes – we understand it as meaning and benefit, as a group to achieve something bigger than individual experts and non-experts can ever do. That is why we work together with selected top experts at certain points in order to achieve more for our customers together …
TOGETHER WE ACHIEVE MORE!
"Pendl & Piswanger as HR experts"
The company, founded in 1980, is considered an expert in executive and expert search on the Austrian market. In 1990 the partner network was expanded by the Intersearch Group and with it a successful expansion in Europe and CEE. The international best practice exchange is implemented today in 90 offices around the world – industry-experienced, entrepreneurial, implementation-oriented. Awarded the “International Executive Search Firm 2020 in Austria”, P & P can look back on 40 years of excellence in personnel services. And we forward together!
We network our consulting, training and consulting excellence with the personnel service expertise of Pendl and Piswanger, in order to provide you with services with heart, brain, understanding and technology globally from a single source with many excellent “helping hands” in the sense of “one face to the customer” to offer!
# Let’s Systhat!