Cross-functional HRD and OD

The capabilities

A cross-functional organisational culture that empowers staff and management to successfully lead laterally and allows cross-divisional project teams to act effectively as frontier workers thanks to appropriate collaborative structures and supporting processes.

The challenge

Every organisational structure has to deal with the challenge of separate units developing a life of their own, adding to the formation of “silos” . This lack of collaboration occurs when units think and act in ways that solely serve their own interests rather than the interests of the whole organisation. How can HR systems and HR development support the prevention of units drifting apart and how can collaboration processes be better supported?

The consulting service

Together we will create a roadmap for the development of your collaborative HR development processes in collaboration with you. This alone, already conveys a strong message of the idea of organizational collaboration.

We look at the current key success factors in the organization’s collaboration processes as well as any potential areas of improvement in cross-functional collaborations.
The cross-divisional perspective is introduced into the overall strategy and goal-setting processes, performance management and leadership feedback.
Strategic human resource development helps optimize cross-functional skills and ways of thinking through collaboration-oriented HR selection processes and development of collaboration skills on- and off-the-job as part of job rotations, task forces, communities of practice, connector roles and trainings.

Examples of collaboration tools & methods

Collaboration space®

A collaboration space provides a “container” that can absorb collaboration dynamics and connect collaboration partners with collaboration tasks.

Action learning

Action Learning is based on bringing experts and managers from different organisational units together to work on their own joint project or help solve overarching tasks and issues within the organisation.

While the cross-functional, interdisciplinary group works on pending issues, it also reflects on its learning experiences

By themselves, on their personal mindset, ways of thinking and response patterns and their potential needs for training & development as specialists and managers.
With the group on their collective patterns that enable or hinder collaboration.
With the organisation about the conditions that enable or hinder developing solutions for the project.

The knowledge gained during these processes is translated into concrete actions (fast cycle prototyping). Through implementation, new experiences for learning can be made. This provides feasible solutions for the upcoming project and builds momentum for the further development of staff, management and the organisation as a whole.

Large group dialogue

Large groups allow for a variety of perspectives, ideas and solutions to flourish. They create a commitment through collaboration in real time. We develop and facilitate these dialogues in a variety of ways and different methods like e.g. Open Space, Appreciative Inquiry, Future Search or Real Time Strategic Change Conferences.

Peer Consulting

All members of staff and managers make their knowledge and experience available on a case-by-case basis. They advise each other based on a clear structure with concrete practical questions. This allows them to develop tailor-made solutions and build a growing learning culture.