You are looking for a strategic partner on equal footing with whom you can confidentialy discuss and answer the most important questions in the business world. You are in the right place when it comes to aligning your company with us. We are fascinated by the developments in the markets and love strategic discussions. The globalized world is moving fast enough that entire industries have abandoned the concept of strategy as a medium- to long-term planning tool. As change management experts, we are right at home in this world. Together with our customers, we develop strategies and business models for dynamic market environments and find solutions to the short- and long-term challenges in your industry.
First of all, we ask essential questions that are linked to a vision: It is a long-term endeavor and will outline an attractive future for the company. Only when these questions are clear we will deal with the corporate strategy - the process of how your company can achieve this future.
We offer a half-day analysis in which we'll review your project with regard to the effects your change case will have on the overall system.
Based on the model obtained from this review, we'll discuss the situation with you and give our initial advice and recommendations about what needs to change and what can stay the same. Is it a question of corporate culture, or is it a structural change that is required to bring about organizational development? Perhaps your strategy just needs to be adjusted?
We specialize in change management and can help you find out exactly where you're going wrong.
Even the cleverest change architecture is of no use if people are not committed to it. This is where we come in. We eliminate obstacles and get stakeholders involved. It ensures that messages are heard as well as understood.
A change story as the nucleus of the change project
Your strategy has been presented dozens of times, your mission statement hangs in your cafeteria as a high-gloss poster, your change project is explained in detail on the internet - and yet no one is acting in accordance with the new goals.
The desired change effects remain to be seen. The commitment of the drivers of change also fades away, because there are no success stories.
The change story not only provides a convincing explanation of what needs to change, but can also inspire enthusiasm for the new goal. This story is the foundation of the one-voice policy. It serves as the common thread for everyone who has an interest in the change process. This is the only way to ensure clear, consistent messages. We believe that effective change communication must be aligned with the various stages of change. Only when the right information is communicated at the right time, acceptance is created, coalitions are formed and target groups are assembled.
Only very rarely is one communication channel alone enough to achieve this.
As our self-assessments and assessments of others are biased by our own way how we see the world, by our own experiences and by our own assumptions and prejudices, we believe that the outcomes of validated psychometric assessments communicated by our senior partners with relevant leadership experience and professional judgement are best tools for finding out who we are and what are the strengths development needs.
This is utmost important particularly for the leaders as their authenticity is the critical success factor of the change process. Whether it is inborn talent, extroversion or introversion, ability to work in cross-cultural settings or communication style, our certified coaches use the appropriate assessments to address your specific needs, and to boost the performance of your teams.
We could fill a never-ending number of pages with the topic of "leadership", from self-management to leadership theories and the philosophy of leadership to leadership workshops.
It's about continually steering processes of change while allowing space for learning to take place at the same time.
Your employees aren't doing what they're supposed to be doing. The agreed upon goals seem to only exist on paper and are not being seriously pursued. Your company wants to work in a more agile fashion, but you're not sure how to move your team towards greater levels of individual responsibility. You're aware that differences among individuals exist, particularly among your employees. You're wondering how to deal with the growing demands of your leadership role. What makes a good leader? And what does this mean for your personal development?
We will assist you with these issues and questions, offering practice-oriented, tangible answers to your questions. You can use our coaches as sparring partners in business or learn more about our customized training courses.
Digital transformation is the integration of digital technology into all areas of a business, fundamentally changing how you operate and deliver value to customers. It's also a cultural change that requires organizations to continually challenge the status quo, experiment, and get comfortable with failure. However, because digital transformation will look different for every company, it can be hard to pinpoint a definition that applies to all. And we fully understand this.
Independently on your individual goals, requirements and business situation we guide you on a target oriented and structured road through the jungle of digital possibilities. Each solution must be designed and realized individually.
In order to avoid the transformation to become "never ending story", it is important that the whole process is performed by experienced experts based on reliable analysis a exact data.
The views on the use of agile transformation vary. The consistent introduction of agile principles, as well as the paradigm shift from consumerism to self-determination and responses, is quite difficult because the introduction of agile principles affects the entire system. Does everything need to change as a result? Even we, as enthusiastic change management consultants, say no. Complexity may steadily increase, but not everywhere. It is not advised to tackle every single thing with an agile method.
Changing everything at once is impossible. Only start-ups have the opportunity to take all considerations into account right from the onset. However, small to medium-sized companies typically find themselves in a position of having to react rapidly to new customer requirements. Even though old hierarchical structures often prevail in these companies, they generally find themselves internalizing a number of agile principles - for example, flexible and fast action with a clear focus on customer needs.
If the business will be carried on by relatives then it is important to have a family business succession plan in place to manage these issues, setting up a smooth transition between you and the future owners of your business. With family businesses, succession planning can be especially complicated because of the family relationships and emotions involved - and because most people are not that comfortable discussing intimate family topics.