{"id":37622,"date":"2021-08-24T11:59:51","date_gmt":"2021-08-24T09:59:51","guid":{"rendered":"https:\/\/www.broeker-partner.de\/?page_id=37622"},"modified":"2021-08-24T12:15:08","modified_gmt":"2021-08-24T10:15:08","slug":"about-us","status":"publish","type":"page","link":"https:\/\/www.broeker-partner.de\/en\/about-us\/","title":{"rendered":"About us"},"content":{"rendered":"

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About us<\/h1>\n

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BR\u00d6KER + PARTNER<\/h2>\n

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The Br\u00f6ker + Partner Unternehmensberatung GmbH in Hamburg has been in existence since 1988.<\/span><\/p>\n

With an exclusive team of experienced consultants, we work very closely and confidently with our clients.<\/span><\/strong><\/p>\n

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OUR PHILOSOPHY IS SIMPLE:<\/h4>\n

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New perspectives open up new experiences and show new ways of solving problems. Pragmatically, unconventionally and authentic. <\/span>We complement the proven with the new. It is about achieving changes and developments that make companies move and achieve goals. <\/span>Change is made by people, it is the social and personal competences that have a decisive influence on a company in <\/span>each of its areas \u2013 and thus determine its success.<\/span><\/p>\n

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Our conviction is: success is human<\/span><\/h3>\n

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Dr. Gordian Philipps<\/span><\/h2>\n

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An emotional vision and transparent goals move People.<\/h5><\/blockquote>[vc_column_text]<\/p>\n

At Br\u00f6ker + Partner, Gordian Philipps stands above all for organisational development. <\/span>He generates success for our clients with his clear and appropriate target focus and his holistic view of sytems. His strength is to bring processes of organisational development, despite all difficulties, calmly and confidently to a successful completion.<\/span><\/p>\n

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    Studied business administration at the University of Hamburg, graduating with a degree in business administration<\/span><\/p>\n<\/li>\n

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    Doctorate at the University of Hamburg at the Chair of Human Resource Management of Prof. K\u00fcpper on the topic of \u201corganisational development\u201d<\/span><\/p>\n<\/li>\n

  • Licensing to MBTI user SAFe 5.0 Agilist<\/li>\n<\/ul>\n

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      Consultant in the field of management development at an US chemical company<\/span><\/p>\n<\/li>\n

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      More than 20 years of experience as an organisational developer and implementation consultant in corporate groups and medium-sized companies<\/span><\/p>\n<\/li>\n

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      More than 15 years Managing Partner of Br\u00f6ker + Partner<\/span><\/p>\n<\/li>\n<\/ul>\n

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      • Organisational design and implementation<\/li>\n
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        Management of change processes in digitisation <\/span><\/p>\n<\/li>\n

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        Change and transition projects<\/span><\/p>\n<\/li>\n

      • Coaching and Business Sparring for middle and top management<\/li>\n
      • Design and implementation of talent management processes<\/li>\n<\/ul>\n

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        Ilka Kr\u00fcger<\/span><\/h2>\n

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        For the success of a change, courageous and determined leaders are the decisive factor.<\/h5><\/blockquote>[vc_column_text]<\/p>\n

        At Br\u00f6ker + Partner, Ilka Kr\u00fcger stands above all for Change Management.\u00a0 <\/span>Our clients appreciate her authentic and natural way of accompanying processes, <\/span>involving people in the process and giving clear feedback at all times.<\/span><\/p>\n

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          Studies at the Institute for Teacher Education Berlin<\/span><\/p>\n<\/li>\n

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          Studies at the Banking Academy<\/span><\/p>\n<\/li>\n

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          Training as a management and team consultant<\/span><\/p>\n<\/li>\n

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          NLP Master and systemic coach <\/span>SAFe 5.0 Agilist<\/span><\/p>\n<\/li>\n<\/ul>\n

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            8 years as internal consultant, change manager and trainer at the Dresdner Bank AG (change management processes, <\/span>team development, selection and qualification of managers, etc.) <\/span><\/p>\n<\/li>\n

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            10 years of experience as a consultant in change management in corporate groups and medium-sized companies.<\/span><\/p>\n<\/li>\n

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            6 years Managing Partner of Br\u00f6ker + Partner<\/span><\/p>\n<\/li>\n<\/ul>\n

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              Conception, support and implementation of change management processes<\/span><\/p>\n<\/li>\n

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              Implementation of organisational development processes<\/span><\/p>\n<\/li>\n

            • Coaching and Business Sparring, leadership qualifications for middle and top management<\/li>\n
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              Conflict moderation<\/span><\/p>\n<\/li>\n

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              Team development<\/span><\/p>\n<\/li>\n<\/ul>\n

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              10 CHANGE THESES FROM 30 YEARS OF EXPERIENCE<\/span><\/h2>\n

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              The ability of an organisation to change is a decisive competitive factor.<\/p>\n

              And the trend is rising.<\/p>\n

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              Every change needs a return on investment. Otherwise it can remain as it is.<\/p>\n

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              The clearer the goal of the change, the lower the natural resistance of the employees.<\/p>\n

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              Acceptance of the planned change is not yet activation.<\/p>\n

              Employees must work out the necessity and goals of the change for themselves.<\/p>\n

              The following applies here: From education. To acceptance. To activation.<\/p>\n

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              Permanent state of mind leads to stagnation.<\/p>\n

              Clear words sometimes help more, even if it doesn’t feel like it at first.<\/p>\n

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              Top management must exemplify a clear and unambiguous pro-change attitude.<\/p>\n

              The consultant cannot replace the change leader.<\/p>\n

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              A formal new role description cannot be internalised by the employee.<\/p>\n

              Employees need conversations, role models and the opportunity to practise.<\/p>\n

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              No change without resistance.<\/p>\n

              Emotions are the most important driver of change.<\/p>\n

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              In the implementation of change projects, trial and error must be permitted – not just lip service.<\/p>\n

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              SUCCESS IS HUMAN<\/span><\/strong><\/p>\n

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