English

Our concern

We support businesses in their development in relationship to increasing complexity, uncertainty, and increasingly global dynamics of change.

Our concern is the establishment of the necessary expertise people and organizations for successful coordinated and appropriate management of change, development and innovation at all levels of work. We support the resolution of blocks and constraints, in order to use available potential more effectively.

Our many years of experience have shown that the development of consciousness plays a key role in all successful sustainable processes of change.

 

Our offer for Integral personal development

  • Management development
  • Woman in business – actively creating the future
  • Conscious communication
  • Conflict resolution
  • Individual coaching
  • Intuition training
  • Effectiveness in English

 

Establishment of expertise

  • Expertise in innovation
  • Ability to successfully introduce the evolutionarily new or the big transition into the market
  • Expertise in development
  • Ability to develop and introduce one's own vision, strategies and goals
  • Expertise in change
  • Ability to respond appropriately to changes in one's surroundings
  • Expertise in resilience
  • Ability to maintain what has already been established

 

The development of competence is the development of consciousness. Because only what are aware of is able to be changed.

We accompany the natural developmental processes of a business and of individuals, and we resolve blocks within these processes.

We bring individuals and businesses to the limits of their abilities, and then show them greater space for solutions, and wider perspectives.

We initiate the long-lasting establishment of competence regarding change and development, in order to genuinely provide for what's new and innovative.

We highlight under-utilised invidual potential, and we support the collective co-creation process.

 

We accompany and support the further development of individual and organisational competence:

  • Organisational development and change management
  • Development of strategy and overall direction
  • Development of culture
  • Development of teams
  • Employee and management training
  • Communication training and conflict resolution
  • Training in intuition
  • Coaching

 

Integral business management

Organisations are complex and paradoxical phenomenon which may be examined from various perspectives. Each perspective or management paradigm offers diverse points of view, diverse approaches, and diverse methods for change.

Thus a mechanistic perspective regards a business like a clock, where the leadership structure and its implementation are properly prescribed, and where every employee has his role. The overall principle is to use instructions and supervision.

Instead a human-oriented perspective raises productivity through the respectful involvement of the employee. The overall idea is to change employees from being reactive to being engaged. Methods for doing this are for example team development, conflict resolution or communication training.

In contrast in a systematic perspective a business is regarded as some kind of living organism, where the ability to self-organise is important. Every organisation creates its own reality. Thus change can only occur through the recognition of the system. Methods of achieving this include systemic organisational setups and large-group events.

Then there is the Integral Perspective, which includes all the previous perspectives and goes far beyond. It concerns an evolutionary approach, where development happens from level to level in an unceasing way without end. The establishment of organisational competence then means to develop the ability to consciously accompany and co-create the change, which is already constantly occurring.

The Integral management paradigm (to update at the systemic level) provides a map, with which the complex actuality of each business can be more subtly perceived. Then, based on this deeper understanding, one becomes aware of the underlying causes. Thus the necessary actions for change can be initiated efficiently, effectively and with pinpoint accuracy.


Integral organisational development according to the Augsburger School takes into consideration the development of inner issues and outer realities in a balanced way, in exactly the same way as individual and collective developmental steps

The Integral perspective for organisations facilitates more than just deep insight into mostly hidden interactions and contexts. It can also identify and work with the most effective levers for development. This is based on its comprehensive way of looking and also its perceptive understanding of changes of every kind.

This is how a concerted developmental process occurs, in which the health of participants and the productivity and the creativity of an organisation all grow in a similar fashion. Every kind of change, including strategy development, developmental processes for change, the design of processes, leadership and communication trainings, culture & team development, conflict resolution, and individual coaching, all interact together in a synergetic way. This can noticeably increase not only the efficacy of activities, but also their efficiency.

 

The history

In 1992 Bernd Wagner and Markus Strobel found the Institute for Management and Environment, concerned with the strengthening of environmental awareness in business.

A systemic view of material and information flows grows out of the experience of eco-efficiency.  In 2000 the large project Eco-efficiency begins. Over three years the reasons for loss of materials are researched.This develops into material-flow accountin, which is the content of ISO 14051.

In 2004 this is renamed imu augsburg, where the focus is not only on the environment but also on the development of the Flow-Management Method, in order to connect processes and individuals

The integral examination of both business and individual begins. The buildup of competences in businesses succeeds through the personal development of the owner and the employee. „Innovation Coaching according to the Augsburger School“ is the leading principle for the work.

Since 2009 the work of imu is connected to the Integral Perspective (Ken Wilber) and the Mystical Principles (Thomas Hübl). The integral Competence Model serves as a map for the development of competence

 


Quotations

Joachim Hoffmann

Head of Staff Development, Change Management Advisors (BMW)

“Integral development of organisations according to the Augsburger School” goes far beyond the human-oriented or the systemic ways of thinking. For me this kind of evolutionary development of consciousness is the future for effective processes for development.”

 *An approach for organisational development from imu augsburg, based on over 20 years experience of developmental processes in over a hundred businesses and with thousands of people.

Martina Zimmermann

Head of HR Development (MAN Diesel and Turbo SE)

“I am very thankful for the contact with imu augsburg, which occurred through the Swabian Chamber of Commerce. The Innovation Coaching according to the Augsburger School greatly helped us in providing a new depth in the quality of the implementation of our processes for change and development. We have very successfully introduced this approach to individual coaching, to team processes and also up to large-group events. So much so that this has recently become established as the internal standard for business development. Change management has become tangible and do-able.”

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Zitat
"Der integrale Ansatz von imu augsburg bringt Führungskräfte in einer neuen Tiefe zusammen - für die Komplexität unserer Zeit wird eine neue Sprache gefunden. Die Klarheit mit der die Essenz und das Potenzial eines jeden Menschen gesehen werden, leistet einen Beitrag zur Transformation der Kultur und fördert damit die Wertschöpfung und das nachhaltige Wachstum."
Andrea Kurz
WELEDA AG, Head Human Resources, Weleda Group