- Teams / Groups
- Cross Organizations
- Cross Sector
Our field of expertise is Change Management and especially the Human side of Change. This means we are experts in how to prepare, design, set-up, communicate, implement, execute and evaluate processes that affect people in social systems in an appropriate and effective manner.
How do we consult? Our philosophy is to get in deep resonance with our clients, taking care of their matters and challenges as if they were ours. It is our objective to consult from our Space-in-Between by searching together for a sustainable and appropriate solution that works with the client system. It is from here that we have best access to the profound intuition that derives from experience with social systems.
Facilitation for us means to support groups in workshops, trainings and other interventions to achieve the desired results. Every Intervention or Workshop is embedded in, or a consequence of a Business Intent, which therefore defines the desired outcome.
Coaching means for us to work with an individual or a team on the resolution of a performance barrier. Examples might include getting comfortable in a new position; to work on personal development fields; to resolve a disturbance or a conflict among persons; to enhance self management.
Our clients come with the intention to transform an inappropriate behavior, attitude, reaction, etc. Every coaching contract begins with a joint definition of the desired coaching goals or outcome.
Innovation and Creativity
In the field of Innovation we offer workshop designs and formats, that allow both small and large groups to work on their specific area of innovation. An innovation intervention normally requires an upfront preparation with key stakeholders who possess information relevant to the success of the workshop outcome. The usual innovation format lasts 2-3 days and leads through a specific creativity process which allows the group to access its collective intelligence and apply it to a creative solution search. We put special focus on the diverse, cross functional, multiple background composition of the group. This allows covering and applying a huge variety of different perspectives, know-how, interests and ideas in the solution search.
This workshop is designed to find and create a multitude of name suggestions for a product or a service. A small, cautiously selected group goes for 1 ½ days through a deep and creative process (based on the U-Theory) at the end of which, a handful of suitable products or services names reveal, which can then be checked against their legal availability.
Conflicts naturally arise when people interact. Conflicts constantly lead to a waste of energy and resources. In a Conflict Resolution Workshop a group looks at its open and/or underlying conflicts; exchanges on the different (emotional) impacts arising; clarifying relationships; roles and tasks of the members and process the ways out of the conflict as well as ways to prevent conflict in the future.
Self Leadership Backbone
The Self Leadership Backbone Process allows us to establish an intimate understanding of who we are, how we operate, what is important to us and, most importantly, what our higher purpose, deeper aim is to which we want dedicate our life to. It is about:
authentic leadership, being and acting authentic also in the midst of strong deviating influences;
- creating momentum to master the challenges life holds ready for us;
- developing a moral inner compass allowing us to make the right choices;
- getting to know our self on a deeper level.
The purpose of the Self-Leadership Backbone is to help us find personal fulfillment by uncovering and exploring our authentic self, thereby fulfilling our potential and becoming all we can become.
Aligning an organization, a unit or a team through a compelling vision can be a strong mean to set free an amazing energy. A vision that propels an organization into a desired future that people can identify with, gives orientation and focus to the concerned population. It channels the energy and efforts of the individuals in a joint direction creating a powerful common momentum moving into the future. Visions are often applied in organizations for the described results. Unfortunately they are normally first developed and then implemented and this usually foils the entire effort. To unleash the higher potential of a vision it has to be developed within and with the organization and not within a little group somehow secret from the organization. It is being involved in the vision finding process and the process to bring it to life that allows people to start to identify with it.
In a Value Proposition workshop, a company, a department or a team defines the “business offering” in terms of the value and the benefits it is promising to deliver its customers or users with its products and services. Developing a Value Proposition creates a shared understanding in an organization about its products and services, as well as their usefulness for the clients. A good value proposition propels the intention of an organization to better serve the customer.
In most companies, businesses and departments etc. we find strategies. Strategies foster alignment and give direction to an organization to reach a desired future. If we have developed a vision telling us where to go, it is the strategy that answers the question: “How do we get there?”. A strategy bridges the gap from the current “As Is” state to the desired future “As Should” state (vision). It is usually developed taking into account all available knowledge about the business context, the environment, the stakeholders, the competitors, the market forecast etc. while matching it with the organization’s resources, strengths and weaknesses. We support the design and implementation of Strategy Processes so they generate the greatest buy in, alignment and commitment among the relevant population.
Team Building/ Development
It is the goal of team building interventions to improve communication, interaction, cooperation and relationship in a team and by doing so increase or speed up a team’s productivity and performance. Team building can be done in many different ways. In our interventions we concentrate on creating a shared understanding of the team, its tasks, roles, responsibilities and stakeholders; where it stands at this time and where it wants to develop into. The focus of our team building lies on inner team clarification, on mastering team challenges, overcoming friction losses and improving a team’s performance. We apply a customized composition of group activities and reflections.
Team of Leaders
A team of leaders is a special form of team sharing together responsibility for a group, an area, a department or company etc. Usually the success of the entity they belong to depends on their performance and collaboration as the team of leaders. In addition to other teams, a leadership team has to lead in a responsible and aligned manner. Therefore inner team clarity, alignment and engagement to the common approach and joint direction are essential. Team of leaders’ intervention usually lasts two days and is performed at a retreat, a place of inspiring nature.
This is a special form of team building intervention. The team goes together with a coach on a 2-3 day hiking trip in the nature. During the hike, alternative forms of tasks are performed on the way. Walking pauses are used for group processing sessions. During the hike, the participants walk in changing constellations of small groups that work on specific topics with pre-defined formats. These forms of processing alternate with quiet individual reflection phases. The coach introduces and leads these phases. The success of the “Team Hike” lies the mixture of joint physical efforts (transpiration, suffering and living the success of making it together), meanwhile processing and resolving team challenges together. As a result, this strong bonding will last far beyond the actual hike.
Especially at mid to large scale projects many different teams with numerous members are involved and need to successfully cooperate. The aim of a Project Kick-Off is to create a shared understanding of the common project goals; to give everyone an overview about who is involved in the project including their roles and responsibilities; as well as to work out basic project plans and milestones. The rules for cooperation are set and interfaces established. This allows individuals that will have to cooperate with each other on the project, to better understand each others backgrounds and thus to establish trustful relationships.
From mid to large scale projects as well as in complex business processes, a frictionless interface is highly relevant for success. Every disfunctional interface consumes alot of time, resources and energy of the involved. These friction losses come at the expense of the overall performance. Clarifying Interfaces become relevant when the interface performance shows a commotion or when new interfaces are implemented to speed up the development of collaboration between the parties. Clarifying Interfaces provide the opportunity between the interface partners to analyze and understand processes and interfaces in order to get things clear and enhance future collaboration.
Goal and Target Setting
Every year goal and target setting is a recurring episode. Goal and target setting allows structuring and coordinating of individual, group and organizational targets. Generally it is at the same time that a top-down and a bottom-up target setting process that have to be matched. Our target setting interventions respect and foster this two-way approach, enhancing the strategic organizational goals and unleashing and channeling the operative bottom-up constructive notions. This two-way approach also leads to a strong commitment of the individual to his personal and the team’s targets, set up during the target setting workshop.
Information (Exchange) Events
Communication is one of the core functions for the leaders especially in the context of organizational changes. Communication becomes exceedingly relevant. When it comes to communicating and informing about changes. This is not only the “What to inform about?” but also the “How to inform?” which are highly important. We design, develop and facilitate interactive information formats from 10 to 500 persons where we bring the managers and leaders into dialogue and contact with the organization.
These are designed to lift up clients’ relations to a whole new level of interlocking. A Client Workshop generates on the one hand a close and intimate exchange on current and future needs of the clients while at the same matching them with solutions that are either available or in development to serve those needs on the supplying company’s side. The benefit for both parties can be enormous. The organizing company gains a deep understanding into its customers’ needs and challenges that allow it to offer specific customized solutions. For the customer it is of high value to get an overview about the offerings and the possible solutions that supplied. Usually the efforts shown to fulfill specific customer needs are seen as strong willingness and investment to cooperate with them. A Client Workshop therefore leads to new business opportunity and a closer bonding to the client.
Nature Reserve Concept and Workshop
The Nature Reserve Concept is specially designed for situations where organizations, departments or teams / groups are dissolved and tasks and / or people are transferred to other organizational entities. The main goal of the Nature Reserve Concept is to detect, define and make available the often implicit success enablers from the ceasing organization to the new one. During Merger and Acquisition there is a considerable threat of destroying the purchased value by implementing new standards, procedures and processes without examining their potential negative impact on the acquired unit or team. What / where are “Nature Reserves” and how can we prevent them from being lost or destroyed along the integration process?
The Nature Reserve Workshop focuses on value capture, to preserve strengths and values from both, the Buying and the Bought organizations for the creation of a newly joined business.
Managing Transition becomes highly relevant in times of severe changes in organizations. In Carve Outs or Post Merger Integration or Hard Restructuring for example there is usually a longer period of uncertainty in the organization. During this period of transition it is only clear that severe changes are ahead but neither the employees nor the middle managers know what they will need to face in the upcoming future. Especially for the mid-level managers, this is a very rough time and situation. Their people, as well as themselves, experience enormous insecurity about their future with the corresponding unpleasant emotions (uncertainty, fear, aggression, inner dismissal and loss of identity etc.). At the same time they still have to perform their leadership responsibilities. To support them in dealing with this tremendous leadership challenge, which the managers are generally not prepared for, is what Managing Transition is all about.