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Connecting people, accelerating ideas
Two randomly selected employees from different departments meet for a joint lunch or coffee break. Every month, new pairs are matched. The participant pool includes all employees simultaneously.
The purpose of these meetings is to foster personal connections, encourage cross-departmental perspectives, and build internal networks.
Two randomly selected employees from different departments meet for a joint lunch or coffee break. Every month, new pairs are matched. The participant pool includes all employees simultaneously.
The purpose of these meetings is to foster personal connections, encourage cross-departmental perspectives, and build internal networks.
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Perception & Understanding
Once a month, the top executive meets with a randomly selected group of 12 employees (voluntary participation, 1.5-hour afternoon session).
The goal: to listen, understand, explore root causes, and bring key topics back to the leadership team for discussion and possible action.
Once a month, the top executive meets with a randomly selected group of 12 employees (voluntary participation, 1.5-hour afternoon session).
The goal: to listen, understand, explore root causes, and bring key topics back to the leadership team for discussion and possible action.
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A powerful organizational development method to support large-scale change and transformation.
The “X” stands for cross-sectional
Each X-Network represents a true cross-section of the organization (age, functions, gender, perspectives). Typically, it consists of 10–18 members.
Like a microcosm of the company, the X-Network reflects how the organization as a whole:
In the X-Network, real issues become visible, and participants co-create solutions that are both practical and scalable across the wider organization.
The X-Network is not an isolated forum but an integral part of the company’s overall change and development process.
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The “X” stands for cross-sectional
Each X-Network represents a true cross-section of the organization (age, functions, gender, perspectives). Typically, it consists of 10–18 members.
Like a microcosm of the company, the X-Network reflects how the organization as a whole:
- tackles challenges and problem-solving
- completes tasks
- avoids or resolves conflicts
- navigates crises
- responds to pressure
In the X-Network, real issues become visible, and participants co-create solutions that are both practical and scalable across the wider organization.
The X-Network is not an isolated forum but an integral part of the company’s overall change and development process.
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A method of organizational development to supports leadership transitions.
Leadership changes are a normal part of organizational life, but they are often challenging. Expectations for a new leader are high - and sometimes contradictory: to create something new while preserving what has worked well.
A Transition Workshop helps the incoming leader and their new team become operational quickly. Together, they clarify expectations, build trust, and outline how they will work together in the future.
Leadership changes are a normal part of organizational life, but they are often challenging. Expectations for a new leader are high - and sometimes contradictory: to create something new while preserving what has worked well.
A Transition Workshop helps the incoming leader and their new team become operational quickly. Together, they clarify expectations, build trust, and outline how they will work together in the future.
And more...
Be the change you want to be.
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© 2025 Engel Consulting
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