OrgIQ gives you principles to build the organization you deserve.
Your dream and your legacy.
Healthy and fit organizations, carry your DNA, even when you are long gone.
OrgIQ makes invisible patterns visible—so that teams, companies and communities no longer lose energy in resistance, but invest it in creation.
Passion for People leads to Systems build for Success
OrgIQ can redefine your cultural landscape.
We talk a lot about efficiency, lower costs, more profit.
It’s all about employer branding and winning the “war for talent”.
And driving growth, market share and shareholder value.
But that’s just the surface.
OrgIQ—Tired of survival mode? Your organization becomes livelier day by day. It becomes the organization you always dreamed of. A reflection of you.
What is our true core? What is our deep identity? The reason why we do all that. Why we give ourselves for work, a company, an idea.
We want to turn our importance into real meaning and lasting value. Our legacy.
We long for precisely this “immortality”, even if they would never call it that. We want to play in the infinite game without the game being at the expense of others.
- Legacy: “I want to leave something behind that lasts beyond my position and role.”
- Immortality through Structure: “Even though I’m no longer here, my name, my DNA and my ideas continue to have an impact.”
- Respect & Recognition: Not just feared, but valued and respected – by employees, customers and society.
- Significance: The feeling that their organization is really needed. Not interchangeable, but valuable.
- Love instead of fear: No longer exist through fear, pressure or competitive advantage (slavery, exploitation, manipulation), but through respect, value and attractiveness.
It’s never about faults. We live and work in complex systems. We need to accept complexity and use it to our advantage.
What happens at OrgIQ or what are the principles? We can only counter complexity with complexity. To do this, we need all people in organizations. All intelligence should be available and usable. That is true collaboration. All moving in the same direction. Using resistance as a guide, where the system is still flawed.
To achieve this, we need a clear structure (Clockwork) and genuine relationships and connections between people (Network). In order for this to work, we set purpose and direction and have an internal and external alignment.
This may sound strange or like buzzwords, but it has a simple (neurological) logic.
It is the definition of intelligence. We have a goal and we learn, look ahead and adapt to stay in the Infinite Game. But to know how good we are, we need to be able to describe and measure this intelligence of the organization. This is what OrgIQ does at its core. Making the intelligence of organizations explainable, tangible and measurable.
And intelligent organizations are naturally changing all the time. Always looking for “what’s best for the system?”. Change in your direction. With your goal. With your identity.
What you feel when OrgIQ works
- Ease of collaboration instead of toughness and misunderstandings
- Visible clarity—you recognize what slows you down and what sustains you
- More trust & psychological safety—conflicts are resolved sooner
- Greater effectiveness & productivity—energy flows into creating, not into working against each other
- Healthier structures—a framework that supports people, not holds them down
*** NEWS ***
2025-08: Appreciation and fixes.
Especially a lovely update of the appreciation topic. OrgIQ becomes more stable, consistent and closed. But the next book is also upcoming. Because Leadership is still the hot topic.
Go to downloads and start exploring.
2025-07: The DSS-CheatSheet updated.
Update and English version added. It’s one of the most useful tools here to improve the quality of your life.
Go to downloads and start exploring.
2025-06: Gecko-CheatSheet updated and DSS-CheatSheet added
Some maintenance and additions. It’s worthwhile to take a look. Go to downloads and start exploring.
2025-05: Blog Entry on “Deep Truth”
We will also provide an English version, because it’s so important. Inspired through discussion during the conference, I learned that it’s important to see in examples, what we miss, when we ignore the perspectives of Limbi and Gecko.
So I offered a set of examples and some background. Have fun and share: Truth (DE)/Truth (EN)
2025-05: Leadership Intro Released
Somehow it was the most difficult and costly challenge so far. It describes the preconditions (and mental transition) to the new form of Leadership. It’s truly a DeepDive, but still broad, because there are so many topics to address. Hopefully you find a new idea on every page. Have fun.
You find it in Downloads
2025-05: Beliefs Updated
It was time for an bigger update of our beliefs. Worthwhile to read and practice. More nice stuff in Downloads.
2025-02: Neue Tools/New Tools
Theorie ist ja nett, aber manchmal möchte man auch was tun. Deswegen paar einfache Tools, damit ihr sehen könnt, wie es funktioniert. Einmal eine grobe Abschätzung der Kosten der Hierarchie, in dem wir mit den Römern vergleichen. Und was wir durch Solutions sparen könnten.
Und dann noch die Auswertung für Relationship-Quality. Wie geht es für ein Team und wie für größere Bereiche.
Zuletzt eine Checkliste für Changes/Projekte: für die Ebenen im Golden Circle: Why, How, What. Und weil wir meistens in unseren Köpfen mit dem What anfangen, ist die Checkliste auch so aufgebaut: What, How, Why. Dazu ein einfaches Schätzmodell.
Theory is nice, but sometimes you want to do something. So here are a few simple tools so you can see how it works. First, a rough estimate of the costs of the hierarchy by comparing it with the Romans. And what we could save with Solutions.
And then there is the evaluation for relationship quality. How does it work for a team and how for larger areas.
Finally, a checklist for changes/projects: for the levels in the Golden Circle: Why, How, What. And because we usually start with the What in our heads, the checklist is structured in the same way: What, How, Why. Additional a simple estimation model.
Siehe/see Downloads.
2025-01: Leadership ReDefined Intro/Voraussetzungen
Der Leadership DeepDive und das Leadership ReDefined Buch sollten und sollen sehr knapp sein. Sich wirklich auf die neue Welt fokussieren. Was passiert, wenn wir auch Limbi nutzen?
Doch in Gesprächen hat sich gezeigt, dass die Annahmen hinter Leadership ReDefined zwar mir klar sind, aber nicht wirklich vorausgesetzt werden können. Deswegen noch eine spannende Ergänzung. Wann gilt Leadership ReDefined überhaupt? Wie darf und sollte ich mein Weltbild erweitern, dass der Lösungsraum sich erweitert?
Aktuell nur die deutsche Version (DE) unter Downloads. Englisch folgt bald.
2025-01: Gecko-Cheat-Sheet
Simple, but so effective! If we understand our brain—here our Gecko, which is the reptile part, responsible for our survival—we see the world (people) differently. The Gecko is the part that looks after our safety, but also runs our stress or fear patterns: fight, flight, or freeze. And when we recognize those patterns, especially the long term effect, we suddenly see most dysfunctional (toxic) situation and people completely different.
2025-01: Relationship-Quality Check
It’s not only about if we have relationships, but also the type and quality matters. Some “realtionships” can be robust and very destructive.
2024-11: Leadership-Book is released
English version only on amazon, and the German version everywhere.
Leadership ReDefined – The Psychology behind Joy, Humanity, and Productivity
2024-11: Beliefs Updated
Our Beliefs are refined and updated. We reduced them from 8 to 5, but also took the time to give more insight into them: see Our Beliefs and the WhitePaper
2024-11: Leadership OnePager
Besides the DeepDive on Leadership, we have now also a OnePager, with the core ideas: OrgIQ OnePager Leadership
2024-10: Literature OrgIQ Challenge
Experience is one thing. And even if 40 people are doing it and several 1000s are affected, it may just be a bubble. Therefore, new frameworks need to be challenged. We did this against literature from the last 20 years, as a solid verification of OrgIQ. See for yourself: OrgIQ_LiteratureMapping
2024-10: Leadership ReDefined GPT is here
You need immediate help? You just want to know, what leadership and collaboration would do in your situation? Just try the Leadership ReDefined GPT. It’s trained with all our data. But for sure, as always, we can not guarantee that only this information is used. But you will know.
2024-10: DeepDive on Leadership is released
This is the curriculum to the Leadership Training. You find the files under Downloads, but also directly: OrgIQ_DeepDive_Leadership_Release_EN or OrgIQ_DeepDive_Leadership_Release_DE. And I bet that there are at least 10 new ideas and perspectives. Just check it out and let us know.
2024-09: QuickCheck Questionnaire released
Liite and full version of the questionnaire are available. The perfect tool for a health check on team level. Downloads
2024-09: Updated Downloads
Check out the new structure: Downloads
2024-08: Preview of the Assessment Model
We published an early release and review version of the OrgIQ assessment model. Feedback is very welcome. Downloads
2024-08: Leadership-Limbi-Training added
Use the special opportunity to move from management thinking to leadership systems. Great content and a very special location: Leadership Training
2024-06: Keynote Speaker available
Added the opportunity to book Dan as a keynote speaker. Experience since 2007 across several domains: automotive, software, food, and finance. Speaker & Keynotes
The Core of OrgIQ in 30 Seconds
“Humans need food and connection … machines need food too. What makes us human is the connection [of the psyche/soul].”
Dan, OrgIQ
We all say: “People are not machines.” And yet many organizations function as if they were—97% focus on mechanics, 3% on people. OrgIQ turns that around: We remember what drives us—connection, trust, responsibility—and combine it with clear structures. The result: more effectiveness and more joy.
“Chickens boost their productivity by 260% through collaboration over just five generations. Surely, we can do better.”
The Risk of Success
With success, organizations become cautious-and slip from innovation into preservation. Fear of loss causes them to freeze while the world moves on.
You know the challenges:
- Transformation (agile, digital, AI, …) & Technological Changes
- Scaling/Global Growth/Cultural Integration & Inclusion
- Innovation, Creativity
- Compliance & Sustainability
- Talent Acquisition & Retention & Emotional Health
- Responsibility & Accountability
- Active Engagement, Learning, Collaboration, and Productivity
- Team and Cross-Team Cohesion
The solution is not more control, but a change of perspective: actively living humanity and deep soft skills (DSS) again—then resistance becomes a tool instead of an opponent.
We navigate between three elements: The always changing world. The changes (innovation & creativity) we need to build business, and the success of the business, as a result from innovation & creativity.
Do we experience success over a longer period of time, we forget what it was made from, and move deeper into the machine thinking—we want to keep the success, no matter what. That makes us stuck in the past. The world won’t stop and wait for us.
Simplification of our brain. Society focuses solely on the Neocortex or PFC (Prefrontal-cortex), but denies and represses the core. Which creates nonalignment, friction, shear forces. Inside us and inside all social systems.
Clockwork & Network:
- Clockwork = Visible, defined organization: goals, processes, structure (framework & direction)
- Network = living, learning organization: relationships, adaptation, collaboration (energy & execution)
Both are equally important. Today they often get in each other’s way—with OrgIQ we bring them together: a clear framework and a living relationship. This is how real organizational intelligence is created.
“What is thought is not always said; what is said is not always heard; what is heard is not always understood; what is understood is not always agreed; what is agreed is not always done; what is done is not always done again.”
Most likely falsely attributed to Konrad Lorenz – Austrian zoologist and ethologist, Nobel Prize in Medicine 1973 (1903-1989)
Passion for People builds Systems for Success
Our collaboration is strongly influenced by emotional systems—the limbic system (“Limbi”) and the Gecko level for safety/stress (Fight-Flight-Freeze). If we consciously shape these levels, friction disappears, safety grows and performance becomes sustainable. This is why we talk about Deep Soft Skills (DSS): emotional regulation, openness, trust, values, resilience, responsibility.
A Refactoring of Perspective
OrgIQ offers a transformative approach to changing how we view organizations, whether they are companies, families, or sports clubs.
Occasionally, we all need a reminder of why we engage in our activities. Generally, every seven years is an optimal time to refocus and refactor, ensuring our objectives align with our actions.
OrgIQ is the Idea of Multiple Truths.
In every complex system there are multiple true perspectives, such as the three circles above, look three times very different. But all are true. We need to integrate these perspectives. The more, the better. It’s about integration, not about being right.
As a simple—and useful—model, we have two main perspectives. The visible and defined organization (let’s call it Clockwork, because it’s complicated, but understandable), and the living and invisible organization (let’s call in Neuronal Network, because it’s complex and never complete visible and fix, but constantly adapting and learning).
Both have their purpose. The Clockwork gives direction and a simple picture of the world. It keeps us together and moving. The Network get’s the work done and organizes how everything is done.
Our job is that these two work together–collaborate–and benefit form each other. In current practice they often hinder each other. Which leads to resentments, mutual rejection, and alienation.
OrgIQ will stop this.