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<\/figure>\n\n\n\nBackground<\/strong><\/h2>\n\n\n\nThe merger of the departments led to a number of challenges, including a lack of transparency regarding the diversity of topics and an insufficient understanding of employees’ competencies. To overcome these challenges, it was necessary to record the existing strengths of the employees using the Gallup Strengthsfinder and to identify optimal deployment opportunities based on this.<\/p>\n\n\n\n
Specific Task<\/strong><\/strong><\/h2>\n\n\n\nThe central task was to create a concept for optimizing the departmental structure. To this end, the strengths profile of the employees was to be determined and used to specifically assign tasks to the respective strengths and skills. In team workshops, the strengths of the employees were mapped to the tasks and requirements of the collaboration model in team workshops. It was also important to promote understanding and a culture of communication within the team in order to improve interaction and create a more open atmosphere.<\/p>\n\n\n\n
KBC Solution Approach<\/strong><\/strong><\/h2>\n\n\n\nThrough the use of the Gallup Strengthsfinder to identify the individual strengths of employees. In a comprehensive workshop format, these strengths were mapped to the specific requirements of the team. This ensured that each employee was assigned a suitable role that not only matched their skills, but also increased commitment and satisfaction within the team. Another component of our concept was the documentation of a developed plan for restructuring the department, which strengthens transparency about the diversity of topics and the connections between employees’ skills.<\/p>\n\n\n\n
\n\n \n \n <\/div>\n\n\n\n \n \n\n \n\nAchieved Effect<\/strong><\/h2>\n\n\n\nThe targeted assignment of tasks based on individual strengths ensured increased efficiency and greater satisfaction within the team. This structured approach enabled the departments to work more effectively in the long term and promote a positive corporate culture.<\/p>\n\n<\/div> <\/div>\n <\/div>\n <\/div>\n\n<\/div>\n","protected":false},"excerpt":{"rendered":"
After the merger of two departments, it was necessary to design and optimize the departmental structures based on employee competencies. By using the Gallup Strengthsfinder, an awareness of the individual strengths of the employees was created. Our aim was to develop an effective collaboration model that would make the best possible use of team members’ strengths and thus improve team dynamics and cohesion.<\/p>\n
Background<\/p>\n
The merger of the departments led to a number of challenges, including a lack of transparency regarding the diversity of topics and an insufficient understanding of employees’ competencies. To overcome these challenges, it was necessary to record the existing strengths of the employees using the Gallup Strengthsfinder and to identify optimal deployment opportunities based on this.<\/p>\n
Specific Task<\/p>\n
The central task was to create a concept for optimizing the departmental structure. To this end, the strengths profile of the employees was to be determined and used to specifically assign tasks to the respective strengths and skills. In team workshops, the strengths of the employees were mapped to the tasks and requirements of the collaboration model in team workshops. It was also important to promote understanding and a culture of communication within the team in order to improve interaction and create a more open atmosphere.<\/p>\n
KBC Solution Approach<\/p>\n
Through the use of the Gallup Strengthsfinder to identify the individual strengths of employees. In a comprehensive workshop format, these strengths were mapped to the specific requirements of the team. This ensured that each employee was assigned a suitable role that not only matched their skills, but also increased commitment and satisfaction within the team. Another component of our concept was the documentation of a developed plan for restructuring the department, which strengthens transparency about the diversity of topics and the connections between employees’ skills.<\/p>\n
Achieved Effect<\/p>\n
The targeted assignment of tasks based on individual strengths ensured increased efficiency and greater satisfaction within the team. This structured approach enabled the departments to work more effectively in the long term and promote a positive corporate culture.<\/p>\n","protected":false},"featured_media":10058,"template":"","f4_portfolio_taxonomy":[98],"class_list":["post-10076","f4_portfolio","type-f4_portfolio","status-publish","has-post-thumbnail","hentry"],"yoast_head":"\n
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The central task was to create a concept for optimizing the departmental structure. To this end, the strengths profile of the employees was to be determined and used to specifically assign tasks to the respective strengths and skills. In team workshops, the strengths of the employees were mapped to the tasks and requirements of the collaboration model in team workshops. It was also important to promote understanding and a culture of communication within the team in order to improve interaction and create a more open atmosphere.<\/p>\n\n\n\n