Tom Klein

From Strategy to delivery, we are here to make sure your business transformation succeeds.

Understand your transformational challenges by connecting to your organization through sensemaking.

In the choreography of transformation, everyone has their role to play.

We help people to master transformation.

How much vitality can your organization bear?

How much vitality can your organization bear?

Give people and teams the freedom and responsibility to show what they can do.

Give people and teams the freedom and responsibility to show what they can do.

Entry points to transformation

Organization

Strategy workshops with the management team focus on the future and identify obstacles in the organizational structure. The company implements organizational adjustments by involving employees as change agents, supported by training and coaching.

Projects

A conflict resolution workshop highlights a problem in project management. Dependencies are made visible through visualization methods. Managing these dependencies is achieved through moderating planning and review meetings. Self-reflection sessions during retrospectives initiate improvements.

Coaching

Coaching sessions with a manager reveal and clarify personal thought and behavior patterns. These patterns are identified, and insights into their origins and significance for work are gained. Some patterns dissolve, while new perspectives and behavioral habits are adopted. Through reflection, the individual grows beyond previous limits in their role.

Culture

A sensemaking process captures employees' experiences. Anecdotes about daily experiences are collected. Stories are reflected upon to identify patterns in the system, leadership, and culture. Interventions to change these patterns in the organization, collaboration, and communication are developed and implemented. Anecdotes are continuously collected to monitor the impact of interventions and adjust actions accordingly.

Management

The management team regularly takes breaks from day-to-day operations to strategically work on the company and the collaboration within the management team. Through feedback sessions, they align their expectations and reflect on their impact. Innovation impulses encourage looking beyond the immediate context. Self-reflection identifies opportunities and limitations. Continuous assessment of market and organizational challenges ensures management stays realistic in its ambitions.

Tom Klein & Co.

None of us are successful alone. We are a network of experienced masters and of young, highly motivated colleagues, who have worked together in projects for many years to make transformation initiatives work successfully.

About me

As an entrepreneur, CEO, HR Director, managing director, or owner of a medium-sized business, you understand that today's business challenges may require unconventional solutions that can involve changing the basic behaviors and structures of the way you achieve success.

At Tom Klein, we specialize in facilitating, guiding and supporting such transformational processes. We are the ideal partner if you are looking for ways to reposition yourself as a flexible, agile, modern culture and organization. I personally have supported German, American, and French companies in 40 countries in successfully navigating transformation processes. Our colleagues bring additional international experience to bear, enriching our pool of expertise and competence. We stand for a culture of high performance through freedom and responsibility of the people who make up the organization. We ourselves were formed by such cultures and work to take your leaders and employees on the same journey.

Expertise

Creating the organizational framework for a highly motivated performance culture.
Preparing individuals and teams to embark on and master their own learning paths.
Explaining and implementing methods and tools for open, flexible, and responsible collaboration.
Laying the foundations for a learning organization, including the development of internal capacities.

The individual
transformation process

Strategy

Die Strategie

When embarking on a journey, one should know their destination. The ability to discern and clarify strategy is essential for a successful transformation process. It lends meaning to the transformation, aligns us with a goal, and fosters a commitment to the task. With a clearly defined strategy, everyone understands the path they are taking.

Contact

Sense & Respond

Sense & Respond

Modern organizations coordinate tasks through fast, seamless feedback loops. Through skilled interaction among people, they master the "Sense & Respond" capability, managing dependencies within the system in real-time amidst high business dynamics, thus ensuring peak performance.

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Transformation

Choreografie der Transformation

We succeed at modern organizational development more through the choreography of complex collaboration than by the top-down implementation of a strategy. Timing and formats are crucial. When and how various stakeholders are involved and informed can determine success more than finding the "right" solution. If it is done well, everyone feels at that it is the result of their own efforts and work.

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Coaching

Coaching

"To jump from one branch to another, a monkey must first let go of the branch it is sitting on." Adopting new behaviors works best with orientation and support. We find both through social exchange, through one-on-one conversations in coaching or group interactions in team development or workshops. Transformation succeeds best through the support of leaders for the social interactions which allow people to manage their own transformation process themselves.

Contact

Strategy

Die Strategie

When embarking on a journey, one should know their destination. The ability to discern and clarify strategy is essential for a successful transformation process. It lends meaning to the transformation, aligns us with a goal, and fosters a commitment to the task. With a clearly defined strategy, everyone understands the path they are taking.

Contact

Sense & Respond

Sense & Respond

Modern organizations coordinate tasks through fast, seamless feedback loops. Through skilled interaction among people, they master the "Sense & Respond" capability, managing dependencies within the system in real-time amidst high business dynamics, thus ensuring peak performance.

Contact

Transformation

Choreografie der Transformation

We succeed at modern organizational development more through the choreography of complex collaboration than by the top-down implementation of a strategy. Timing and formats are crucial. When and how various stakeholders are involved and informed can determine success more than finding the "right" solution. If it is done well, everyone feels at that it is the result of their own efforts and work.

Contact

Coaching

Coaching

"To jump from one branch to another, a monkey must first let go of the branch it is sitting on." Adopting new behaviors works best with orientation and support. We find both through social exchange, through one-on-one conversations in coaching or group interactions in team development or workshops. Transformation succeeds best through the support of leaders for the social interactions which allow people to manage their own transformation process themselves.

Contact

Increasing the Vitality of your Organization – A Message for Decision-Makers

Imagine an organization which pulsates with the energy which drives innovation and results in every fiber of its being. An environment in which people not only take responsibility, but enjoy innovating in order to secure the success of their company.

 

Sounds like an impossible utopia? I say, you can make it happen!

 

The secret lies not in motivating people to cope better with the existing company structures and processes, but in changing the structures and processes themselves to make them motivating to work with. It is about changing focus away from a culture of control and compliance to one in which the adaptive and flexible behavior demanded by today’s business is enabled and given the needed resources.

 

The transformation of your organization does not have to be complicated. Start by getting rid of impediments in the rules, incentives, structures and processes that block motivation and responsibility.

 

But be warned: Even small steps of this kind in a change process can become a challenge for your existing leadership culture. Managing dynamic and self-motivated people without losing control is an art that only few companies have mastered.

 

The key question is not what problems you need to solve, but rather what stands in the way of your expert’s taking responsibility for the challenges they face.

 

Are you ready to take real steps towards a more dynamic, agile and successful organization? Send me a mail or make an appointment to talk about how you want to move forward.

Maximizing Human Vitality: Flanking Organizational Development through the Growth and Development of People

Imagine an organization in which the energy and vitality of free and responsible people giving their best sets the tone of everyday interactions. A place in which each person feels that the company and their colleagues have their back, and where trust and appreciation are a natural part of people’s daily experience. This is not just a vision, but a realistic future for your company.

 

All too often, organizations work at levels of effectiveness far from their full potential. People adjust their behavior to the limiting expectations and rigid structures of their work environment. They operate by rote, and bring only the minimum required motivation and energy to what they do.

 

The true challenge of improving this situation lies not only in removing impediments to great work from the rules, structures and processes of the organization, but also in giving people the space they need to change the patterns of behavior they adopted to cope with their environment, and which dampen their vitality.

 

It is an observable fact that the drive that goes with good organizational development towards a more flexible and agile performance culture, which gives people the freedom and responsibility most of them want, often fails to get out of parking position.

 

The reason? People hesitate to use their new-found freedoms, or doubt the integrity behind the change process. The key to success at this juncture lies in giving people the time they need to self-reflect and to gain trust in the intentions and competence driving the changes.

 

The key is to give people the opportunity to acquire the knowledge they need to reflect on their changing roles and so to ensure they succeed. This means giving teams the opportunity to learn through facilitated retrospectives. It also means doing regular workshops with management teams to reflect on strategy and their roles in its development and implementation, to ensure that they work on improving their organization, rather than just surviving their operational tasks.

 

The investment of time and resources in people and the organization is worth it if you want to reap the fruits of a successful transformation. The goal is to cultivate an organizational culture in which each member feels alive and enabled to do great work, a culture through which not only the structure and processes of the organization are transformed, but also one that enables its people to live their full potential at work.

What satisfied clients are saying about Tom Klein

I have enjoyed the inspiring discussions and lively presentations and workshops with Tom for around 15 years. Tom successfully accompanies the organizational development in our company and supports and moderates our global management meetings with great skill. He inspires managers and employees alike in his training and coaching sessions all over the world and motivates them with his positive and engaging manner.

Dr. Thomas Waldhier,

CEO Eberspächer Exhaust Technology GmbH

"Tom Klein has accompanied me personally and with my management teams for over 15 years in various professional with my management teams and has been a reliable sparring partner for me throughout this time, valuable source of ideas, but above all a trustworthy listener and sounding board for my topics. As intensive as our sessions were, the next day it always felt as if I had taken an important step towards. I had taken an important step in solving my issues or on my personal path."

Thorsten Seehars,

Position CEO Grammer AG

"Looking back, there have been a handful of people in my career who have made a real impact on my personal development. Tom is definitely one of them. His manner strengthens any group and team development - however, his true value to me personally lies in the "one on one" coaching I have been able to utilize in my various leadership roles. By providing perspective and not just advice, he enables me to continuously self-reflect, always appropriate to my particular situation. With his inimitable personality, he always encourages me to focus on the individual and the specific circumstances rather than on tools and methods. A truly unique coach!"

Hansjörg Herrmann,

KOSTAL

I have worked with Tom for over a decade and I can confidently say that this collaboration has been one of the most valuable investments in my professional and personal development. Tom has an unparalleled talent for developing customized strategies that are perfectly suited to my individual needs. He is a master at facilitating both individuals and teams to successfully navigate their own learning journeys. What I particularly appreciate about Tom is his ability to stay ahead of the curve of the developing needs and challenges of our times. His support and expertise have been invaluable to my success and continued development. I am incredibly grateful to Tom for the lasting impact he has had on my professional and personal journey.

Silke Weiser-Walther,

COO und Managing Partner bei Quoniam Asset Management GmbH

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