Today´s business world is an increasingly volatile, uncertain, complex and ambiguous (VUCA) environment. Leadership agility and adaptability are vital skills if organizations are to succeed. Our programmes and consulting processes strongly reflect this need. We encourage business leaders to own their development and to take an active role in the “what” and “how” of their ongoing learning process. We partner up with our customers when clarifying developmental needs and designing solutions. The overview of our leadership qualifications also reflects the competences required of leaders at different stages in their careers. We offer these qualifications as open enrolment as well as in-house programmes. Please contact us for more details.
Leadership QualificationOur state-of-the-art consulting approaches help business leaders to maintain a continuous mental shift that is so badly required for creative problem solving and sound decision making in an ever-faster changing and complex context. We partner with the manager in the driver seat to uncover their internal resources, to explore developmental impulses and to arrive at responsible, entrepreneurial behaviour.
We help executives to explore and improve their emotional intelligence in order to lead people through change and to cope with the human side of the business developments. Our international experts use a range of challenging methods such as the systemic approach, aspects of neuro-imagination, behavioural feedback, and assessment for self-awareness (personality instruments like the Change-Style Indicator©) for quick and sustainable results.
We offer distance consulting as a valuable alternative if timing and flexibility are essential. Usually, the first meeting would still happen face-to-face while later follow-up sessions can take place via Skype, phone or webinar. Please contact us for more details.
Performance can mean many different things. High-performing teams make sure that they are asking the right questions, at the right time, so that they can keep abreast of shifting requirements from customers within and outside their organisation. Using a range of methods (e.g. Organizational and Relationship Systems Consulting; Solutions-Focused Consulting; feedback and feedforward), we encourage teams to adopt a learning culture in which members continuously challenge and support each other. They build openness and trust not just for the sake of a “good atmosphere” but in order to be able to hold each other accountable for their common goals. We typically start with a kick-off session of one day. Issues will be identified and an action plan will be agreed. After that, the team will follow-up with the consultant approximately every 3 months until the joint action plan is implemented or in order to adjust team actions to new developments. These meetings can be integrated into existing team meetings.
Consulting for virtual effectiveness Improving performance of virtual teams. The team reviews the challenges they face because of their virtual cooperation and develops a team charter. In this, the team members create joint standards in order to improve communication channels, decision-making processes and knowledge management. The process of getting to an agreement creates trust – the pre-condition for a high-performing team.
Participants become aware of how their own behaviour is perceived by other team members and reflect on the cultural dimensions that are relevant for their team. With the help of the TIP© personality instrument (The International Profiler) they learn how they can improve their personal, interpersonal and methodical skills in order to manage their assignment as part of an international team more effectively. © TIP (The International Profiler) is the property of WorldWork Ltd.
According to research 85% of change initiatives in organisations fail. We help you to implement your change successfully by dealing with TRANSITION – the human side of change. Customized to your individual needs, we will design a comprehensive concept for your change process and accompany you during the implementation.
You can map new processes and re-arrange the organization chart. Create a massive communication and training campaign and make sure that everybody has clearly understood where to go. Perhaps you've done this already and noticed that many people hang on to the old ways. That is because there is no change unless there is behavioural change. If you want a new culture, change behaviours. Cultures are not created by training.
Viral Change™ uses the power of a small set of well-defined non-negotiable behaviours, spread by small groups of highly connected individuals within the organization. Their peer-to-peer influence – more powerful than hierarchical one – creates new norms, new ways of doing, new cultures. When groups start doing things the new way, other groups follow. Stories of success spread. Stories are memorable, behaviours are contagious... bullet points are not. There are great similarities between biological infection and idea infection. For proof, just look at any social phenomenon around you!
Viral Change™ is a way to understand the organization as an organism instead of a machine. It is a method to create large scale change to meet specific business objectives. It is also a day-to-day way of life in the organization in a permanent state of readiness. If you want to master any of these, we'll be there to guide and work with you.
www.viralchange.com
Customized to your individual needs we will design a comprehensive concept if you
Additionally, we offer you a personal consulting in order to support you in adjusting your qualification as an internal consultant to the changing needs of your HR area.
We support you in developing concepts for a constructive conflict culture in your organization.
We also offer mediation as a constructive approach to solving conflict.
Mediation is an innovative strategy for resolving conflict in which the conflict parties reach a mutual agreement that meets their needs and interests, with the help of a neutral mediator.
