we foster soul 

To take collaboration to the next level


Soul cannot be forced. Soul occurs. But we are convinced that there are more and less favourable conditions for soul to develop. We help you create favourable conditions in your organisation by developing a powerful purpose, updating the leadership culture and establishing enabling structures and processes. 



A purpose focuses on what the members of an organisation find truly relevant for society. It describes the organisation’s contribution to society in the big picture, the answer to “why” the organisation exists. It thereby offers a clear guideline for decisions and behaviour, which creates direction and power within the organisation. At the same time, it is an efficient filter: By communicating the goal of the organisation also to the outside world, people can decide if they share the same convictions and if they want to join the organisation. You could call the purpose the virtual campfire, the compass and the engine of an organisation.

Want to find or refine your organisation’s purpose? Contact us.


Purpose is at the essence of why firms exist. There is nothing mushy about it – it is pure strategy. Purpose is very idealistic, but at the same time very practical.
— Hirotaka Takeuchi, Harvard Business School


The demands on modern leaders are huge and they are changing profoundly. Increasing complexity and speed call for iteration instead of big plans; for mediation and moderation above regulation and orders; for coordination and reflection above delegation and control; for transparency rather than closed shop decisions; for quick mistakes instead of perfect solutions. In our consulting practice we observe that the ever-increasing demands on the role of manager create a complexity that people simply cannot handle anymore. The resulting pressure and mistakes take their toll on the people and also the organisation.

Therefore, the role of leadership has to be rethought. In dynamic contexts, all members of the organisation have to share a part in the managerial responsibility, for example by taking decisions independently, regardless of level of hierarchy. This asks new behaviour of leaders as well as employees and requires a new framework: On the one hand a different attitude towards leadership – e.g. leadership as a supporting function, not one of status; mutual trust and the explicit permission to revise one’s decisions. On the other hand, a clear set of processes that structure leadership for everyone, e.g. by standardising meeting procedures or providing decision making rules.

Curious how to relieve your managers and make your organisation more powerful at the same time? Give us a call.




Organisational processes and structures shape the culture of collaboration and form an essential point of action to support soul. Up to date structures and processes that are appropriate for today’s complexity will:

  • Establish trust, by creating transparency and clarity
  • Create psychological safety, by safeguarding influence and structuring conflict resolution
  • Institutionalise flexibility and self-organisation through autonomous and robust workflows.

Structures and processes not only have to be implemented and explained, people have to get time to train, practice and reflect on how to interact with one another in these processes. This holds true whether it is about introducing a Kanban board in one business unit or about implementing a whole new self-organising organisational structure.

Interested how you could adapt your organisation’s structures and processes? Drop us a line.


how we work

We use proven tools and experience to take collaboration to the next level. Read more about our consulting approach.