In a swaying ship, the person that falls is the one standing still, not the one moving — Ludwig Börne

Organisational development (OD), for one, seeks to optimise structures, processes, and interaction. For another, it also tunes into cultural aspects such as how an organisation learns (e.g. Peter Senge) and what mental models are used to define ‘reality’. These two aspects of OD are fundamentally interwoven. Our job consists in helping you discover and handle this relationship in a meaningful way. Based on both process/structure diagrams and people/cultural work, we can help you understand and develop your organisation’s system. Keywords: diagnosing the structural and cultural system, strategies for dynamic intervention, working with paradoxes …