About us

Why Strasser & Strasser

We move organizations from the big picture to the individual employee.

Über Strasser & Strasser

Our vision - We want to activate HUMANS

Through deep learning, dialogue, and a people-first approach, we empower people to participate and network within the organization and drive culture change throughout the organization through individual personal development.

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Established: Over 25 years of successful change management consulting

Profound: Scientific-psychological approach

Innovative: Digital Change Management Solutions

Participatory: Co-creation with our customers

Personal: Owner managed company

A strong leadership duo

In (generational) transition

Since 2022 we have established a dual leadership at Strasser & Strasser Unternehmensberatung AG. Founder Dr. Eva Strasser has brought her niece Marlene Strasser onto the board as her future successor and representative of Generation Y. While Eva Strasser continues to support top management in transformation processes, Marlene Strasser develops formats for employees without hierarchical management responsibility. This strong board duo allows us to bring different perspectives to the table. All organizational levels are activated to drive change forward quickly and efficiently.

Über Strasser & Strasser

Our values

At Strasser & Strasser, we share six values that guide our teamwork and collaboration with our clients. Our customers say we are special, and that makes us proud.

Real passion

We love what we do. Our work is much more than a job, a customer much more than an order. For us, it's about the cause and about the people. We rejoice together in successes and give our all in times of crisis. We inspire ourselves and our customers.

True Diversity

Diversity is not just a "nice to have" for us, but an absolute must. This is the only way we can offer our customers innovative, custom-fit and tailor-made solutions. We are Inter-Generational, Cross-Gender, Inter-National and Cross-Functional!

Family Power

As a family business, we see ourselves as one big family. The company is part of family life. This inclusive model allows us to go the extra mile for our customers and enjoy it together.

Smart diligence

Transformation processes are systemically complex. We take the emotions of those involved seriously and weigh all possible effects. In the process, we quickly get to know new cultures in their depth and complexity. As a result, executives avoid risks through our consulting and take advantage of opportunities in the transformation.

Courageous pragmatism

Change processes in today's complex and volatile world need pioneering spirit and powerful visions. We have the courage to develop fast and pragmatic solutions. We know quickly when to boldly take new steps and when it is worth pausing and reconsidering.

German Humor

Change processes can be of an almost unbearable severity. For us, humor, fun and joy are more than just a "coping strategy"; in times of crisis and transformation, they are essential for survival. We live and promote this both in our work with our clients and in our own team.

»I'm still euphoric about how much fire, inspiration and energy came from this work.«

Ilona Kühn
Ilona Kühn
Chief Executive Officer Ray Sono AG

A company with history

Over the last 25 years, Strasser & Strasser developed methods and formats along the Learning Organisation of Peter Senge at the M.I.T. Since then, the company and its team has supported countless organizations, has handled a multiple of change projects in varying industries. All that intellectual capital manifested itself in tools, such as the 8 Levers of Change ®.

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25+ years of change experience: Strasser & Strasser AG was founded in Munich in 1996 by Dr. Eva Strasser and Dr. Georg Strasser. Since then, it has consistently supported companies in change.

300+ customer systems: From start-ups to corporations, from social organizations to listed companies, from hidden champions to family-run rock stars.

23+ industries: We support our clients across sectors and industries: from finance to automotive, from aid organizations to ministries, from insurance to IT.

12 countries: In which we are active with our customers. We support organizations locally and internationally.

Our theoretical framework

Awareness, activation, acceleration

AWARENESS: What is at the heart of the upcoming change project? Where coulb be objectives, opportunities and challenges? Without a shared understanding of how the change affects the thinking, the feelings and the actions of all potential stakeholders, no energy is generated. The change process loses power and fizzels out. "Shared awareness" is indispensable for the sustainable success of change. ACTIVATION:Effective solutions are needed for transformations to succeed. Sustainability arises when these are developed and supported not only by executives, but by many people in the organization. We offer programs that enable employees and managers to produce ideas courageously, learn together during the implementation, and network sustainably. ACCELERATION: When awareness arises and activation succeeds, change is accelerated. Momentum is created through self-organization and growth through dynamism. while employees have organized themselves, they have learned to network and to solve problems more quickly together and with others. Leadership encourages, supports and enables this learning process.

Awareness, Activation, Acceleration

We activate people

We move organisations

Change can happen

8 Levers of Change ®

The 8 Levers of Change® are our proven guideline for designing successful change processes. They are based on the Learning Organization by Peter Senge developed at MIT.

Lever 1 - Clear goals and expectations

Employees know the goals of change for the company and in relation to their personal work environment.

Lever 2 - Strong and credible leadership communication

Employees understand all information about the project as a personal and credible statement from top management.

Lever 3 - Genuine participation

Employees are aware of and take advantage of opportunities to actively participate in the change process.

Lever 4 - Role models

Employees are aware of implementation successes and best practices and seek to emulate them.

Lever 5 - Adaptation of structures, processes and knowledge

Employees are aware of the structural and process changes and learn how to deal with the new requirements.

Lever 6 - Rewarding successes

Employees are aware of the benefits that will accrue to them from the successful implementation of change.

Lever 7 - Consequences in the case of failures

Employees are aware of the disadvantages to them of missing key expectations and goals of change.

Lever 8 - Stringent project management

Employees know the milestones of the project plan and follow the implementation process.

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