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            The  Healthy Organization

            Organizations become holistically healthy, high-performing and agile.

            Implementing the Healthy Organization - How does it work?

            The concept of the Healthy Organization

            A Healthy Organization acts sustainably, responsibly, balances, learns quickly and functions on a solid economic basis.

            It enables employees to realize their own goals and create outstanding value for the organization and the customer, and has a long-term, clear vision of the future to which everyone is committed in a positive spirit of cooperation.

            The Healthy Organization model has been developed over many years and successfully applied in practice. The advantage: The model offers a holistic overview of all corporate dimensions and includes leadership as a central lever in the analysis of the overall organization.

            In this way, the Healthy Organization represents a balanced ideal, a model to which one can orient oneself and locate oneself.

            Eight dimensions of the Healthy Organization are interrelated elements in companies that should be considered in equal measure when making changes.

            Characteristics of the Healthy Organisation:
            • Acts in a sustainable, responsible and balanced manner
            • learns quickly
            • functions on a solid economic basis
            • enables employees to realize their own goals and create outstanding value for the organization and the customer
            • has a long-term, clear vision of the future to which everyone is committed in a positive spirit of cooperation
            The dimensions of the Healthy Organization:
            • Balanced Leadership
            • Eye-level relationships
            • Collaborative culture
            • High-performing employees
            • Adaptive structures
            • Hybrid processes
            • Market- and resource-oriented strategies
            • Working environments (physical space / environment)

            Balanced Leadership

            The Balanced Leadership concept stands for a new kind of holistic understanding of leadership that is made up of a "set" of different leadership styles that complement and reinforce each other. Thus, Balanced Leadership takes into account the complex requirements in an organization and provides a framework for leadership culture and behavior at the individual, team and organizational levels.

            The concept of Balanced Leadership is based on three fundamental assumptions: Leadership as context design, Leadership as service, and Leadership to support self-leadership. Implementing these views in practice represents the key to developing a responsive, Healthy Organization.
            Augenhöhe Beziehungen

            Eye level Relationship

            Relationships describe the way in which communication takes place within the organization and at the interfaces to the outside world. Relationships are part of the communication culture, can be read in communication structures and are regulated by communication processes.

            Internally, eye-level relationships are formed through cooperation, mutual trust and support, commitment and positive presentation of the company. Externally, in the quality of interaction with stakeholders through fair dealings with one another, adherence to compliance rules, recognition of diversity, long-term partnerships, and the assumption of social responsibility.

            Gemeinschaftliche Kultur

            Communal Culture

            Community culture is characterized by fundamental assumptions about valid behaviors, guidelines and their daily visible manifestations. Subcultures (learning, error, communication culture) shape the overall culture. A fit between culture and strategy is desirable because it creates value for the organization and society.

            Live common values and accept values that deviate from them. Create a balance between tolerance and sanction. Boundary transgressions are corrected via social control. Design your systems to encourage communal behavior and discourage non-communal behavior. Ensure that culture is reflected as part of daily life.

            Gesunde Mitarbeitende

            Healthy Employees

            Employees (or "co-entrepreneurs") are the starting point of any activity in the company. They create the essential added value, fit with each other and with the organization. If employees are healthy and committed, this increases productivity, innovative strength and customer satisfaction, while at the same time reducing absenteeism.

            High-performing employees find an environment in which they can develop their potential to the full. They can do what they are best at every day. They experience their work as meaningful, perform as many different activities and holistic tasks as possible, make a contribution to the big picture, can help shape their work and use freedom productively. They have opportunities for personal development, are recognized for their achievements, participate in the company's success and are socially integrated.

            Adaptive Strukturen

            Adaptive Structures

            Structures form the blueprint, the architecture of the organization. They contain procedures and processes and - in harmony with strategy and culture - enable value creation. Adaptive structures are characterized by a high degree of (self-)adaptability.

            Through their design, they allow for thinking, feeling and acting close to customers, for speed and smart decisions by employees, and for the development of existing potential through co-creative processes. Create a fit between context, strategy, and culture in terms of functions, leadership, decision-making roles, value chains, and performance and quality management systems. Lean and decentralized structures are usually better than centralized and highly branched ones.

            Marktorientierte Strategie

            Market Oriented Strategy

            Strategy is the totality of all activities of the organization for the sustainable achievement of the organizational purpose as well as the goals derived from it. It is based on the mission statement, in which the future image, meaning and purpose of the organization as well as its values are described.

            A market- and resource-oriented strategy ensures meaning and survival on the way to achieving the future image, always taking into account the organization's responsibility towards employees, customers, society as well as the environment. Keep the balance between turnover, profit and sustainability (economic, social, ecological).

            Hybride Prozesse

            Hybride Processes

            Processes describe procedures and workflows for specified and predefined business transactions. Hybrid processes should be like the "belly girth": not too bloated and not too lean. Bloated makes you sluggish, lean makes you fragile. Hybrid processes distinguish between controllable-mechanical and living-dynamic environmental conditions. They include the possibility of continuous adaptation to the respective context.

            The key lies in the balance between flexibility and stability. What is controllable and routinely always runs the same way can be described precisely. Complex problems, on the other hand, require creativity and a successive approach. Hybrid processes then contribute to motivation, value creation, dynamics and quality. They enable lean production, the avoidance of errors, the waste of resources, and working in networks.

            Workplace Change

            New Work

            Moving to a new building or another part of a building, newly assembled teams or setting up completely new business units are occasions to rethink the space situation. Thinking about the use of space quickly leads to thinking about the general use of space. What should and can take place in premises?

            Space has an effect on the organization and on the people in it. It promotes or blocks good processes, communication and cooperation. A given space situation, to which everything else must adapt, limits entire business ideas and business units. New forms of collaboration ("new work") require spaces in which new work is also possible.

            Will for transformation

            We help you to create the will for transformation in your company and to bring those involved along with you. The essential consulting objective is to awaken an understanding of the interrelationships in the transformation and to create the necessary framework conditions. As a result, emerging market disruptions and unused potentials are perceived, analyzed in a structured way, evaluated and realistic derivations for the next own steps are made. This is done cooperatively and with direct reference to the company's and the market's needs and is oriented towards a common view of a desirable future.

            The "Healthy Organization" is thus a model of thinking and transformation. The systemic model of the "Healthy Organization" consists of eight dimensions that serve as a conceptual framework for transformation in employee and organizational development.

            REFLECT Healthy Organization


            Process support for a healthy organization

            We accompany you with a structured, transparent process. This enables you to see at any time where we are in the process or which activities will follow next. Our phase model is an iterative procedure model, so that emerging potentials and findings can always be implemented. We always pay attention to the consistency of the measures and their impact.

            REFLECT Notes

            Want a dose of inspiration? We provide you with in-depth know-how and exciting insights on the topics of agile transformation, leadership and HR development.

            For your personal success. New every 14 days. Subscribe now for free to REFLECT Notes and never miss a thing!

            The Healthy Organization Book

            TEst Go

            Leading in the healthy organization - Exceptional performance through potential development

            High-performing employees, eye-to-eye relationships, collaborative culture, adaptive structures, agile processes, and a market- and resource-oriented strategy. The book describes the concept of a healthy organization and shows its relevance for future-oriented companies. The role, influence, and impact of healthy leadership are highlighted, as well as the challenges in the current and future business environment. With practical procedures and checklists for building a Healthy Organization as a holistic solution.

            Reading sample


            Once downloaded, our free whitepapers are available to you at any time as useful reference works or also for impulses in your work. Choose - according to your interests - and benefit from our know-how.



            Agiles Organization Design

            Organizational structures that adapt organically to the business environment.

            Agile Transformation

            Explores the potential of adaptable and flexible structures.

            Agile Leading 1 Framework & Methods

            To the moving customer-facing organization.

            Agil Leading 2 Core Competences & Mindest

            Long-term success and sustainable competence.

            Balanced Leadership

            Accountability: people-oriented and potential-focused.

            Change Management

            Natural adaptability.


            Contact person who helps to recognize potentials and to go new ways.

            Leadership Development

            How to ensure the long-term success of your business.

            Hybrid Work

            Teams are empowered to self-organize and achieve maximum productivity, effectiveness and creativity.

            Guide to Digital Working

            Guidance on how to conduct digital meeting and workshops professionally.

            Management Diagnostics

            Instrument for the professional suitability of your managers.

            New Work

            Multi-territorial, dynamic and identity-creating organization.

            Organization Health

            For the holistic health and performance of your organization.

            Potential Development

            Increase of the existing potential.

            Strategic Potential Development

            Know potentials, talents and strengths and develop them effectively.

            Virtual Leadership

            Successful virtual leadership.

            Workplace Change

            The space and its multiple impacts.

            Let us strengthen your opportunities together!

            I look forward to hearing from you.

            UWE HEIDE
            Uwe Heide