Why?

For almost 20 years I have

• had the privilege of being able to work together with unbelievably intelligent business charakters and management personalities.
• been allowed to make diverse experiences in life cycles of business enterprises in different branches and industries and at different times and economic framework-conditions.
• been able to manage and influence organizational development and cultural change projects.
• built a broad and comprehensive expertise in HR strategy and process as well as project management.
• managed and influenced transformation processes and comprehensive organizational design projects.

I would like to use this knowledge, experience and expertise to reconcile purposeful perspectives for people, teams and their continuous development on the one hand and business model-oriented organizational structures and company cultural approaches on the other.

My personal 'Purpose' to found vindica-HR GmbH and set aside all conventions and 'safety nets':

'Vindica HR' - unleash together HR organizations and position them to become value-generating business enablers.

The art is not to lose sight of the HR transactional processes (but to optimize them through a tailor-made conception and implementation of a clever HR digital agenda) and to identify and leverage the HR-strategic, value-adding potential of HR for the respective business model.

In addition, I always aim to question and challenge the status quo.

What else you want to know about vindica-HR GmbH and me? Let's simply meet for a cup of coffee or tea and get to know each other!

How?

I am convinced that the foundation of all promising change and transformation processes are trust, courage, backing, patience and above all responsibility.

Patience has become a rare asset in our fast-moving business world, but it is still a guarantee that change can be sustained and embedded not just in the minds, but above all in the hearts of people affected by change.

Trust is needed on many levels, not just in the interaction between customer and consultant. In particular, trust in the organization and in the people working in it is needed  to accept, implement, support and live change. Still our perception of employees often is very traditional and shaped by the nature of having to provide every little detail how to do their jobs, when and with what kind of tools and processes. But if we would listen carefully often the impulses, the ideas and needs to change and develop come from inside the organization. So we should start to use all the individuals representing your organization as very sensitive sensors for what is possible and feasible to change. You just have to listen!

For me, courage and backing belong together. It takes courage to initiate change and development. In order to implement them, you need the full and broad backing to overcome potential resistance not to lose sight of the goal.

Responsibility in change and development processes is Top Management matter!
The expertise to design development processes and initiate implementation measures can be delegated, but not the responsibility. This means that a successful change project always requires the commitment and involvement of all the decision-makers (executive board, management team, shareholder, etc.) in all phases of a development process.

In addition to these foundations, my approach is as simple as it is effective. Individuality and accuracy of fit versus 'blue-print' and 'off the peg' approach.

A clear and detailed order clarification is the basis for a trusting cooperation. I want to understand how your organization works, how your business model is designed, how your business core processes work, and how the existing organizational structure fits or does not. I want to understand what your organization's DNA and compass of values ​​is, and how these values ​​and culture are borne and sustained by the people who work in your organization. I would like to understand what and why, from your point of view, something has to change and which target image is in your mind when you think about your organization in the future. From this I develop hypotheses and solution approaches that we develop together and use to establish a decided project description. This is needed to formulate a first project planning conception.

What?

That depends on your  and development needs. The variety of topics is comprehensive and often interdisciplinary:

• HR strategy and HR core process landscape (positioning as a business enabler)
• HR-Digital Agenda
• Employer branding strategy (excluding personnel marketing creative concept and planning)
• Organizational and cultural development projects
• Leadership Development Concept
• Change Management
• Personnel diagnostics

I understand myself here as a CoFaConMo.

Coach: Together we get to the bottom of the challenges; I help you, your manager and teams to reflect the status quo and to elaborate on development impulses.

Facilitator: I would like to help you to create efficient workshop concepts that are precisely tailored to the situational needs and platforms in order to provide impulses for your organization to support change and transformation processes.

Consultant: I can provide advice on all strategic and conceptual issues related to HR, organizational and cultural development challenges, as well as change processes.

Moderator: I moderate and lead through workshop concepts and impulse kick-off events.

If needed I am also happy to provide my expertise project-based on an interim management set-up.

More

In addition to my 20 years of professional experience in the international HR management environment (senior management level), I bring along methodological competence in project management (certified in Prince II Foundation) and in personnel diagnostics (certified in Talen Q, KornFerry / Hay).

For more details visit my profile on LinkedIn at https://www.linkedin.com/in/roman-wolf-5a36a51/

As far as resources are an issue, I can fall back on a wide variety of network partners who can be add project-related.

And otherwise? Get to know me without any obligation and then let's have a look…