Core competencies

TEAM DEVELOPMENT:

The smallest building block of motivation and self-organisation is the immediate workplace environment. Turning this environment into a culture medium that encourages joint growth means managing the group dynamics in such a way that the team acquires the potential for self-coaching over the long term.

EXECUTIVE ENABLING:

How do you manage change? How do you get a team on your side, even though the undertaking might prove unpleasant? We work with you to find the ideal approach and guide you every step of the way.


CULTURE AND MINDSET:

Mindset and culture work in the background. Both affect how we view the world and define the boundaries of what we believe is possible. Although difficult to grasp, they can still be measured and influenced, provided we are not afraid of taboos.


CHANGE COMMUNICATION:

No change is possible without the right story, without a tactical information policy and enough space for real dialogue. Change communication is a fine art. Not only have we mastered this art, we are down-to-earth and budget-conscious.

 

ORCHESTRATION:

Change management is the art of choreographing the right measures at the right time. The dynamics of change can only be generated by combining information and dialogue, executive team support, multiplier management, empowerment, performance assessment and creative action.

 

CHANGE MONITORING:

Change must be measurable; in many cases, the soft facts that help oil the organisation's wheels are hard to pin down. We devise feedback loops and dialogue formats that hold a mirror up to the management team on an ongoing basis.

 

MICROPOLITICS: 

Political dynamics arise wherever people work in competitive structures. Not only are they inefficient, they cost unnecessary vital energy and money. Our experience enables us to quickly recognise political games and take constructive action with the necessary expertise.

 

MULTIPLIER MANAGEMENT:

The tipping point theory is based on the assumption that 10 – 15% active individuals are sufficient to topple a social system. Therefore, multiplier management plays a pivotal role.

 

Training and Workshop Didactics:

Whether there are 5 or 500 participants, regular workshop attendees know that good teaching methods are the nuts and bolts. However, the long-term impact is more important than fancy methods.We set great store by sustained transfer to everyday practice.

 

Team development
Executive Enabling
Culture and mindset
Change Communication
Orchestration
Change Monitoring
Micropolitics
Multiplier management
Training and Workshop Didactics