Organizational Development & Systemic Management

Systemic Design for Change initiates the self-transforming and self-organizing capacities of organizations to respond and renew to ongoing complexity.

Our aim is to initiate and provide long-term, sustainable learning and renewal processes in order to make systems (organizations) more viable, successful and efficient.

In collaboration with your organization, JOT understands your landscape and navigates through challenges - shaping the future and the performance of your company.

We design and support effective communication of your vision and address the challenges you face. We enable a structure and therefore culture that acts as a role model for customers, employees and partners.

Our approach works with larger teams and organizational groups, and also within individual business units or roles.

Factors of organizational DEVELOPMENT & design,  St. Gallen Management Model

Factors of organizational DEVELOPMENT & design, St. Gallen Management Model

Industry 4.0, The Digital Transformation, in general, accelerates and changes the pace of change in markets, technologies and working conditions.

JOT supports the appropriate organizational architecture to put in place the suitable structures and processes, communication channels, technologies and cooperation that best suit your organization.



Organizational development and design support the strategies shape the future of any organization.

We work with organizational and project partners to explore, research, design, deliver, and evaluate new human architectures to respond to current and future needs.

The designs that follow showcase how the work will be organized, how decisions will be made, what new products or services are necessary, and even what purpose the organizations serve presently and in the future.   

  • Systemic analysis and mapping of organizations and their challenges

  • Strategic and organizational development processes (conception and implementation)

  • Development of instruments for systemic organizational and management diagnostics


  • Leadership development

    • Coaching and support for executives and management teams

  • Cultural development and creating values

    • Cultural analysis and large group events

  • National and international management and executive training

    • Development and implementation of strategy-led learning architectures

  • On-boarding of new employees

  • Developing and implementing employee training programs and workshops

    • Interdepartmental or interdisciplinary collaborations

  • Shift to new management practices, such as Agile or Teal

  • Building new, high value relationships with key stakeholders such as suppliers, customers, or contractors

  • Inter-organizational initiatives, including the design and implementation of innovation labs among organizations, or other kinds of spaces, processes or projects among organizations