“A definition of insanity is always doing the same thing and expecting different results.”
(this is NOT by Albert Einstein, but we think it’s good)
People always develop, organisations too – only sometimes differently than we imagine. You want to influence, support, accelerate, change, control development? Would you like to embrace a cultural change? You are in the middle of a change? We are frequently approached on these topics, often because the measures taken so far do not lead to the desired result because the processes do not go fast enough, because the organisation and the people are overwhelmed.
Fixing process designs is one of our specialities.
The conception of safe process designs is one of our favourite tasks.
For the success of a development concept / cultural change / change it is crucial to become active on three levels (consulting – process support – training & coaching). Expertise and resources are needed in all three elements, preferably from a single source. Consulting alone often results in a lot of paperwork; unfortunately, supporting processes well does not automatically mean supporting good processes. Employee development works best in the practice of change processes – and change processes often require personnel development.
Many workshops, endless meetings and numerous working groups are not the goal and lead to frustration instead of participation. Training and coaching without structural integration into the current change processes of the company can create internal contradictions and arouse unfulfilled needs, quickly fizzle out or even lead to undesired behaviour.