Development that recognises strenghts and encourages new new ideas.

Whatever goal you have in mind, we will find the right path with solutions tailored to your needs.

We promote developments that strengthen personal responsibility, clarity and maturity in organisations. Developments that promote solidarity and respect for customers, employees and stakeholders. Developments that strengthen and encourage people to realise their potential and support a more conscious use of resources.

Leadership Development

Leadership is a multidimensional task in which the what, the how and the why all interact. What we have to offer in leadership development is a distillation of encounters with leaders over the course of more than 35 years.

  • How do our young leaders learn courage, openness and how to deal constructively with necessary conflict?

    How do we reach clear, jointly supported decisions despite uncertainty and high complexity?

    What career paths do we need to develop excellent leaders?

    What are the core tasks of leaders? How can we ensure that these are recognised?

    How do we create a powerful entrepreneurial spirit?

    How do we deal with power?

  • Based on the individual questions and challenges of our clients, we work together to find ways to develop ‘leadership’ – for us, this also means looking at the development of leaders, the leadership community and leadership systems. This is because effective transformations usually require working with people, developing cooperation and adapting relevant organisational structures and processes accordingly. In contributing to your leadership development, we will both leave trodden paths. To this end, we combine different forms of learning and prefer to work in a business-orientated and implementation-orientated manner.

    We combine in-person and virtual settings, drawing on action learning, peer groups, trials, learning journeys, experience-orientated workshops, team building, individual coaching, self- and peer assessment and many other methodological options. We also frequently develop new methodological elements that are specially tailored to your needs.

Transformation processes

Every change begins with the will to leave the beaten track and break new ground. We have been supporting demanding transformation processes and their associated challenges for 35 years and see this as a constant incentive to shape them successfully.

  • Reorganisation with a focus on customer orientation and redesign along the value creation processes

    Decentralisation and creation of powerful, entrepreneurial units

    Bringing together organisations with different cultures, structures and processes

    Cultural change from a regionally operating company to an international company

  • We support our clients in the precise diagnosis of their transformation needs, and together we design creative, agile, powerful transitions. Based on a holistic understanding of the organisation, we integrate ‘hard’ (structures, processes, resources, etc) and ‘soft’ (culture, relationships, interests, etc) factors. The visual design of Change Track® provides all those involved and affected with a shared orientation and an agile tool for the ongoing adaptation and further development of a common path.

    In the methodological design of individual steps of the transformation process, we draw on a broad repertoire of approaches, e.g.: large group interventions, organisational constellations, learning journeys, peer learning, outdoor events, workshops, expert panels, customer, employee and stakeholder surveys, cultural diagnoses, process analyses, vision work, strategy canvas, etc. and provide broad experience in the design of structural and process organisations.

    Furthermore, cooperation with partner consulting institutes enables us to draw on additional expertise.

We support our clients in the precise diagnosis of their transformation needs, and together we design creative, agile, powerful transitions. Based on a holistic understanding of the organisation, we integrate ‘hard’ (structures, processes, resources, etc) and ‘soft’ (culture, relationships, interests, etc) factors. The visual design of Change Track® provides all those involved and affected with a shared orientation and an agile tool for the ongoing adaptation and further development of a common path.

In the methodological design of individual steps of the transformation process, we draw on a broad repertoire of approaches, e.g.: large group interventions, organisational constellations, learning journeys, peer learning, outdoor events, workshops, expert panels, customer, employee and stakeholder surveys, cultural diagnoses, process analyses, vision work, strategy canvas, etc. and provide broad experience in the design of structural and process organisations.

Furthermore, cooperation with partner consulting institutes enables us to draw on additional expertise.

Potential development and HR assessments

Because careers today are no longer linear, it is all the more important for companies to offer meaningful, challenging and flexible career paths. Only in this way can they remain attractive to future and existing employees, and offer them opportunities to realise their full potential.

  • How do you spot the right talented persons for future challenges and the desired organisational culture?

    How do we arrive at a clear profile of the skills and qualifications required in the future and the necessary development processes in management and personnel?

    How can we spark young leaders and employees in particular to be inspired by our company – and not just until the contract is signed?

    Which methods of analysing potential can be used to support the careers and development of leaders and employees in the best possible way?

    How do you create a standardised approach to the diagnostics and development of potential across multiple locations?

  • Wie sorgen wir für systematische und zuverlässige Potenzialeinschätzung und -entwicklung im Einklang mit der Entwicklung des Unternehmens einerseits sowie der Veränderungen von Führungskräften und MitarbeiterInnen andererseits? Wie können wir das versteckte Potential von MitarbeiterInnen entdecken und fördern? Wie gelingt es uns, die passende Person für eine offene Stelle oder eine spezifische Aufgabe zu finden? Wie kann ich MitarbeiterInnen aufgrund ihrer Motivation und Persönlichkeit bestmöglich einsetzen und entwickeln? Welche Instrumente eignen sich dazu? Welches Know-how muss ich in meiner Organisation aufbauen, damit Analyse-Instrumente zielgerichtet eingesetzt werden können?

The answers to these and similar questions can be found by analysing the corporate strategy, existing processes and, of course, by using various tools such as tests, hearings, an assessment centre, self-assessment, 360° feedback or personnel diagnostics tools (Insights, Hogan).