Start with STRUCTURE assessment or a meeting with us
Complete the STRUCTURE assessment to identify your organization’s needs, or contact us to schedule an introductory meeting.
Programs
Our Approach
We offer organizational designs, tailored and industry-specialized programs (E-Programs), developed within our CO-E Change framework. Delivered fully online, they allow organizations to engage with development processes at their own pace and in their own context.
Our STRUCTURE assessment acts as a starting point, an online reflective entry designed for management to explore perspectives on communication and collaboration. The assessment creates a foundation for focused dialogue and measurable results.
Grounded in a circular and relational approach we combine process design with interactive tools to ensure that each program is closely aligned with your organization's specific context and needs.
What we offer
Internal Challenges & Opportunities
Organizational design
We collaborate closely with your teams, whether in specific departments or across the entire organization, always aligning with your company's structural framework. Your organization sets the direction, and we support employees in following it effectively.
Through our needs assessments that measure relational skills, management gains a clear understanding of team dynamics and development needs. Our Organizational Design program is the only Program that fully addresses the complexity of co-e Change, helping your organization thrive in a rapidly evolving business landscape.
Tailored program
Our customized programs feature the Phase Structure – Leadership modules within the co-e Change framework, giving management a clear overview of relational skills — both individually and across teams.
Using targeted assessments, we design a program tailored specifically to your organization's needs, ensuring practical and impactful results.
What we offer
External Challenges & Opportunities
Strategic Analysis & Insights
Strengthening partnerships and communication across cultures is at the core of this program.
Built on the principles of the co-e Change framework, the program provides organizations with a strategic foundation for developing impactful digital initiatives, enhancing leadership communication, and building sustainable partner relations.
Through tailored client meetings, legitimacy analysis, and strategic communication development, we work closely with your organization to strengthen credibility, improve stakeholder engagement, and create meaningful connections with new partners and markets.
The program is designed to deliver measurable progress and long-term impact through assessments, actionable insights, and strategic implementation.
Program Features
- Strategic client meetings and partnership development
- Legitimacy and organizational communication analysis
- Leadership communication enhancement
- Cross-cultural communication strategies
- Measurable assessments and performance insights
How CO-E Programs work
Align on needs and expectations
Together we clarify your challenges, goals, expectations, and the scope of the program.
Receive access to your CO-E Program
Your customized CO-E Program is prepared and made available through the CO-E Platform.
Launch and follow-up
The program is initiated in alignment with the agreed plan, with ongoing dialogue, evaluation, and adjustment throughout the process.
The method
The CO-E Change Framework
The CO-E Change Framework is a seven-phase organizational development framework designed to measure and strengthen communicative intelligence in professional contexts.
The framework combines emic perspectives from leaders, employees, and teams with etic organizational analysis. This enables CO-E to examine the relationship between organizational intentions, individual experiences, relational dynamics, execution, and measurable performance.
The phases
Framework phases
Structure
We clarify the external and internal structures surrounding the organization’s performance and the specific challenge being addressed.
Through the STRUCTURE Assessment and dialogue with management, we examine the organization’s strategic direction, expectations, leadership conditions, structural barriers, cultural context, and desired development.
Leaders complete LREL, which examines their perceived relational leadership impact through communication, relationships, and execution.
This phase creates a shared understanding of the challenge and establishes the organizational framework for the program.
Vision
We explore how employees understand their roles, responsibilities, relationships, and organizational environment.
Employees contribute their own perspectives through dialogue, reflection, and the EREL and EPRO Assessments. EREL examines relational skills, communication, expectations, and the transformation of understanding into action. EPRO examines motivational conditions, leadership communication, team dynamics, autonomy, and perceived ability to execute successfully.
This phase makes it possible to compare the organization’s intended direction with the reality experienced by employees.
Strategy
We bring the team perspective into the process and examine how communication and relational dynamics influence collective execution.
Through TREL, team members reflect individually on team communication, collaboration, shared understanding, leadership influence, and the organizational structures affecting their work.
C-AGIL examines how relational and structural dynamics affect the organization’s ability to respond to a specific challenge.
This phase identifies strengths, weaknesses, and patterns affecting the team’s ability to translate strategy into coordinated action.
Leadership
We analyze the interaction between management, leaders, employees, and teams.
The purpose is to identify how intentions and expectations move through the organization and how leadership communication is understood, interpreted, and transformed into behavior.
Participants begin the first executional phase by developing greater awareness of how they lead themselves, influence others, and operate within the team and organizational system.
Culture
The team begins to examine the shared patterns, assumptions, behaviors, and relational norms that shape everyday performance.
This phase makes visible how culture is formed through repeated communication and interaction, not only through formally stated values.
The organization can then identify which cultural patterns support its direction and which patterns must evolve to enable stronger collaboration and execution.
Awareness
Individuals and teams reflect on the development that has taken place and on how their understanding of specific professional situations has changed.
Participants become more aware that communication, leadership, and relational behavior can be interpreted and approached in several ways.
This phase strengthens the ability to recognize one’s own impact, understand the perspectives of others, and make more conscious choices in professional contexts.
2nd measurement of LREL, EREL & EPRO.
Approach
The final phase moves development into sustained action.
Individuals and teams apply their new understanding through communication, collaboration, decision-making, and execution within the organization.
The purpose is to transform awareness into a more effective professional approach, enabling participants to act as more communicatively intelligent, relationally aware, and adaptable members of the organization.
The framework thereby connects organizational analysis with individual and collective development, creating a pathway from understanding to measurable action.
View research foundation
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The assessments
The CO-E Assessments
The CO-E Assessments aim to measure communicative intelligence across organizations by examining multiple organizational perspectives and integrating industry-specific insights.
Each completed assessment provides unique insights into the perceived impact of communication and relationships across the organization.
STRUCTURE
To define the organizational challenge and establish the strategic,
structural, and relational foundation for the development process.
To define the organizational challenge and establish the strategic, structural, and relational foundation for the development process.
Perspective
Management and organizational perspective.
Assessment Dimensions
- Vision
- Strategy
- Leadership
- Organizational Structure
- Culture
- Future Approach
Parameters
- Organizational alignment
- Structural effectiveness
- Cultural alignment
- Change readiness
Output
- Organizational overview of strengths and development areas
- Identification of structural and relational barriers
- Prioritized development opportunities
- Foundation for selecting the appropriate CO-E Program
- Baseline for measuring organizational development
LREL (Leader Relations)
To measure the leader's communicative intelligence and relational impact
within the organizational framework.
To measure the leader's communicative intelligence and relational impact within the organizational framework.
Perspective
Leader.
Assessment Dimensions
- Culture
- Strategy
- Vision
- Awareness
- Structure
- Approach
Parameters
- Leadership communication
- Leadership adaptability
- Communication-to-execution
- Employee awareness
Output
- Leadership strengths and development areas
- Leadership reflection report
- Contribution to organizational analysis
EREL (Employee Relations)
To measure the employee's communicative intelligence and relational
contribution within the organizational framework.
To measure the employee's communicative intelligence and relational contribution within the organizational framework.
Perspective
Employee.
Assessment Dimensions
- Culture
- Strategy
- Vision
- Awareness
- Structure
- Approach
Parameters
- Communication effectiveness with leader
- Relational competence
- Organizational understanding
- Role clarity
- Action capability
Output
- Communication strengths and development areas
- Reflection report
- Contribution to the team and organizational analysis
EPRO (Employee Motivation)
To measure the motivational conditions influencing engagement,
performance, and execution.
To measure the motivational conditions influencing engagement, performance, and execution.
Perspective
Employee.
Assessment Dimensions
- Structure
- Vision
- Strategy
- Leadership
Parameters
- Work motivation
- Leadership support
- Team engagement
- Autonomy
- Competence confidence
Output
- Motivational strengths and development areas
- Insights into engagement and performance
- Contribution to organizational motivation analysis
TREL (Team Relations)
To measure communicative intelligence, relational dynamics, and
collaborative performance within teams.
To measure communicative intelligence, relational dynamics, and collaborative performance within teams.
Perspective
Individual team member and collective team.
Assessment Dimensions
- Team Communication
- Collaboration
- Leadership Influence
- Shared Understanding
- Team Execution
- Team Agility
Parameters
- Team communication
- Collaboration effectiveness
- Shared understanding
- Relational trust
- Leadership influence
- Team adaptability
Output
- Individual relational reflection score
- Collective team score
- Team strengths and development areas
- Contribution to the C-AGIL Index
C-AGIL (Company Agility in Relations)
To measure the organization's relational agility when responding to a
specific organizational challenge.
To measure the organization's relational agility when responding to a specific organizational challenge.
Perspective
Management, leader and employee.
Assessment Dimensions
- Structure
- Vision
- Strategy
- Leadership
- Approach
- STRUCTURE
- TREL collective score
Parameters
- Organizational adaptability
- Communication responsiveness
- Cross-functional collaboration
- Execution capability
- Organizational resilience
Output
- Challenge readiness overview
- Organizational strengths and development areas
- Final C-AGIL Index based on STRUCTURE, TREL, and C-AGIL results