Organizations that can change

New strategies are adopted – but fail to materialize in daily practice. Collaboration no longer functions as desired. Structures and roles no longer align with the organization's current needs.

This is not a sign of weakness. It is a sign that growth and change are happening faster than development. And that is precisely where we will begin working together.

Our approach – the 5D model

For organization development, we work with our 5D model: a proven framework that systematically combines five key dimensions – from clarifying the initial situation to permanently anchoring change.

1 Diagnosis

Creating clarity. We make visible what truly concerns the organization. Not treating symptoms, but understanding the root causes. As a common foundation for everything that follows.


2 Deep Connection

Strengthening connection and alignment. Aligning leadership and organization towards a shared future. Developing a clear vision, building trust, cultivating a common understanding – as the foundation for sustainable change.


3 Decision

Restore decision-making ability. Overcome decision-making blocks. Be able to make clear and responsible decisions even under uncertainty. Create commitment.


4 Design

Create a structure for implementation. Translating clarity and decisions into structures that are sustainable in everyday life: roles, processes, forms of collaboration.


5 Development

Anchoring learning and innovation. Develop organizations that can continuously learn, adapt, and evolve sustainably.


The five dimensions are interconnected. They are not a linear program – but a development process that is oriented towards the reality of your organization.


Our approach – the 5D model

For organization development, we work with our 5D model: a proven framework that systematically combines five key dimensions – from clarifying the initial situation to permanently anchoring change.

1 Diagnosis

Creating clarity. We make visible what truly concerns the organization. Not treating symptoms, but understanding the root causes. As a common foundation for everything that follows.


2 Deep Connection

Strengthening connection and alignment. Aligning leadership and organization towards a shared future. Developing a clear vision, building trust, cultivating a common understanding – as the foundation for sustainable change.


3 Decision

Restore decision-making ability. Overcome decision-making blocks. Be able to make clear and responsible decisions even under uncertainty. Create commitment.


4 Design

Create a structure for implementation. Translating clarity and decisions into structures that are sustainable in everyday life: roles, processes, forms of collaboration.


5 Development

Anchoring learning and innovation. Develop organizations that can continuously learn, adapt, and evolve sustainably.


The five dimensions are interconnected. They are not a linear program – but a development process that is oriented towards the reality of your organization.

Our formats

Analysis & Location Assessment

A common understanding of the initial situation – as a basis for all further steps and as a guide for management and teams.



Transformation support

Process support across multiple phases: from clarification to the sustainable anchoring of change – using the 5D model as a framework.

Team development & workshops

Targeted formats for the further development of collaboration, roles, decision-making processes and innovation culture.


Analysis & Location Assessment

A common understanding of the initial situation – as a basis for all further steps and as a guide for management and teams.

Transformation support

Process support across multiple phases: from clarification to the sustainable anchoring of change – using the 5D model as a framework.

Team development & workshops

Targeted formats for the further development of collaboration, roles, decision-making processes and innovation culture.

Typical topics

Text collage: Organization development | Mimeta innoavtion

What well-designed organization development changes

Organizations gain clarity. They make better decisions. They remain capable of acting even under high complexity.


Innovation no longer happens by chance – but as a natural part of an organization that has learned to continuously evolve.

Organization and leadership belong together

Organization development without leadership development remains incomplete. Therefore, we  consider both areas in conjunction always – and often support organizations on several levels simultaneously.


For leadership development

Let's talk!

If you want to stabilize and develop your organization strategically under high complexity, we would be happy to work with you to determine the next sensible steps.