Topic #1
Change Management and Transformation
Understanding Change as a Value
Managing change means integrating the future into everyday organizational life. A central challenge here is to think and act simultaneously in terms of visions and realities. This requires clarity and orientation as well as openness and adaptability. And it requires a high level of both content and emotional work.
We advise, enable and accompany you in this task by
- create diagnoses and analyses
- implement change readiness assessments
- conduct in-depth interviews
- develop and conduct employee surveys / surveys
- build change teams
- accompany stakeholder analyses
- design and moderate mirror workshops
- guide and help shape change stories
- develop and structure communication in terms of content
- initiate and moderate co-creative development of measures
- build structures and processes for constant change
- accompany implementation through sparring and / or coaching
- …
Topic #2
Cultural Development and Integration
Enabling Successful Collaboration
The culture of an organization guides the actions of its members. In connection with strategy work and structural changes, it causes success, but often also failure.
Even in the context of new work, generational shifts, post-merger integrations, or competing sub-cultures, the desire for effective collaboration requires working on culture.
Cultural development means jointly identifying, naming, understanding and changing dysfunctional elements as well as identifying, preserving and utilizing strengthening and identity-forming elements.
We advise, enable and accompany you in this task by
- conduct in-depth interviews, focus groups, and surveys
- create culture diagnoses
- facilitate mirror workshops and gallery walks
- initiate and moderate co-creative development of measures
- design and realise interactive large group formats
- guide values and principles work
- develop and coach teams
- accompany implementation through sparring and / or coaching
- …
Topic #3
Management and Personnel Development
Enable Effectiveness
Leaders are effective when they not only understand (new) ways of thinking and behaving intellectually, but also internalise them and apply them directly “on the job”. But how do you do that?
The teaching of relevant content, the opening of stimulating spaces for reflection and practice-oriented training are just as important as being able to engage in an open but structured exchange with like-minded people or colleagues. Furthermore, it is important to create an alternation between mediation, exchange and reflection as well as application and trying out in real everyday leadership (forum-and-field-work).
We design and implement leadership development for you by
- create needs analyses
- develop programmes together with you (e.g. in design workshops)
- conduct (Lateral Leadership) Labs and learning journeys
- design and realise workshops, webinars, trainings or microlearnings
- moderate conferences and large group formats
- develop and produce video and e-learnings
- coach teams
- …
Topic #4
Coaching and Leadership Development
Promote Cognition and Motivation
Taking on leadership tasks and roles requires continuously working on oneself and developing individual ways of dealing with challenges and problems. Knowing one’s own strengths, weaknesses, needs and goals and reflecting on them in the specific context of action is the only way to develop one’s own potential in a meaningful way.
This work on oneself is particularly challenging in the first period as a leader, in new areas of responsibility as well as new leadership constellations, such as leadership duos or teams.
Good coaching accompanies this development in a 1:1 exchange with constructively “disruptive” questions and additional, often new perspectives on the relevant issues – but above all through attitude and approachability.
We accompany, strengthen and develop you by
- coach you individually
- coach your team
- moderate role negotiations
- guide values and principles work
- …