The concept … an overview
We want to tap into the transformational power of organizations that refocus on neuronal, social, and psychological structures, to create an successful environment.
Passion for People leads to Systems build for Success
OrgIQ can redefine your cultural landscape.
OrgIQ – Tired of survival mode? Your organization becomes livelier day by day.
Welcome to the frontier of organizational evolution, where the pulse of progress beats stronger than ever before. At the heart of this transformation lies the concept of an intelligent organization – a paradigm where strategic clarity meets the dynamic synergy of human collaboration.
This is the essence of OrgIQ: a revolutionary framework that not only defines but also quantifies the collective intelligence, adaptability, and innovative capacity of your organization.
Imagine a workplace where every voice plays a crucial role in shaping decisions, where progress is driven by a clear understanding of both the structured systems (Clockwork) and the dynamic flow of employee collaboration (Network).
Here, leaders provide clear purpose and direction, and employees are energized by work that moves the company forward while also aligning with their own goals and ambitions.
Welcome to a future where work isn’t just an idea, but a vibrant reality. With OrgIQ, let’s create organizations that don’t just respond to change—they lead and define it.
It’s never about faults. We live and work in complex systems. We need to accept complexity and use it to our advantage.
Complexity and resistance are useful tools, as soon as we accept and use the nature of our organizations. We often deny the hidden power, because we can’t control it. But we don’t need control. We can trust that it works in our favor.
*** NEWS ***
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
We all say, “humans are not machines,” but culture has long forgotten humanity.
What do we mean?
Imagine a society filled with the most beautiful cars, but no one ever turns on the engines—they just push them around. They’re so focused on the shiny exterior that they’ve long forgotten about the engines and how they work.
This is how most organizations (families, schools, companies, governments, churches, sports clubs, parties) function today. They focus 97% on the mechanics, while neglecting the human aspect. It’s not anyone’s fault—they’ve simply forgotten.
“Chickens boost their productivity by 260% through collaboration over just five generations. Surely, we can do better.”
All the emotional layers (we call them DSS, Deep Soft Skills) drive us humans. If we neglect our humanity, it’s like never turning the engine on. OrgIQ believes it’s time to remember that humanity is the engine of all people. That is what makes an organization intelligent. With their engines on, they will thrive and achieve more than ever before.
“Humans need food and connection … machines need food too. What makes us human is the connection [of the psyche/soul].”
Dan, OrgIQ
Imagine there is a way, you create environments where living the Deep Soft Skills (emotional regulation, accountability, values, resilience, openness, trust,…) turns pushing into driving. The result is better productivity and satisfaction. A new level of collaboration and speed.
Rediscover the true potential of your people. Welcome to OrgIQ, where your people drive success.
That’s it. Let’s drive.
The Risk of Success
Sometimes, success can become a major challenge for organizations—not in terms of finances, but for the people involved. Suddenly, despite being more successful than ever, we find ourselves feeling lonely and lost.
Why doesn’t success automatically bring happiness?
Intelligent organizations are both productive and joyful.
To become smarter, we don’t need to overhaul our organization; we simply need to shift our perspective.
We did it right. We were creative and innovative. That’s why we succeeded. We reacted to the changing world and seized our opportunities. We learned and adapted. We acted intelligently as an organization.
But with success, we forgot where it came from. We want it to last forever, which makes us freeze. We move from innovation to static maintenance mode. This is evident in the global wish list for organizations. We want the willingness and ability to…
- 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
All this needs one important ingredient that we forgot. Humanity and the Deep Soft Skills.
And when we talk about Deep Soft Skills, we mean the Limbic System (Limbi in short here). The basic mammal brain, which we currently repress and ignore, which creates all these problems.
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.
1. To truly understand and embrace human nature is key. What once frightened us can become our friend and ally. Control often stems from fear—fear born of uncertainty. But when we learn to navigate the complexities of human behavior in a positive and beneficial way, it transforms into something we can actually enjoy.
Our comprehensive of tools fosters the understanding of human nature. It helps us to build trust. Trust in each other, but also trust in the system we have. And trust eliminates the need for control and fear. It’s a source for appreciation. For all of us.
2. The Clockwork – no matter in which form – is a useful tool, to provide a frame for the stories. We need a simplified model of the world for purpose and direction. This is a power tool. As long, as we understand that it’s a model and not the reality.
“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
All the elements needed for success and happiness are already in place, inherent in the complexity of natural systems. We should embrace the benefits of human ingenuity, complexity, and adaptability. Utilizing these as tools eliminates the need for fear.
So we take what we have and add humanity again.
When we recognize that our current success is the result of who we were and what we have done, our perspective changes. We don’t go back in time because the world moves on—with or without us. But we reflect on what created success.
It’s a system not in a frozen state, but an intelligent, adaptive, learning, and agile organization.
We created a system that brought success, but then fear put a leash on it. Yes, we initiated it, but like children, systems mature and take on lives of their own. Preventing them from growing and becoming independent is neither healthy nor enjoyable for the system or its creators.
It’s time to trust the system again.
Your people don’t want to be pushed. Neither do you like the pushing (control and management). They need direction and the ability to start their engines and drive.
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.