Management Development for High Output

With our management development program we realize sustainable performance improvements. In close cooperation with our clients, we translate the results of our management analysis into practical solutions for the company processes under review. In addition, we empower managers and key employees to achieve operational and entrepreneurial excellence through training and personal instruction.

Quick results, lasting impact

It is true that change can be implemented exclusively in the self-discovery process and only through the resulting employee actions. But this approach excludes innovative external impulses and also costs a lot of time and thus money - usually more than the actual project budget. And at the latest when the staff merry-go-round turns, the measures fizzle out.

Implementing changes is like trying to square the circle: it has to be quick, but it also has to last. As is well known, changes are only lived through the employees. If you don't bring your team along, you have little to expect. This credo becomes dramatically more important when companies pursue a very dynamic personnel policy. Especially in large companies, a rotation of managers in the course of career planning is quite desirable (and not the result of poor leadership). Under these conditions, lengthy personnel development programs fail to have the desired effect.

We take these special requirements into account with a special, self-developed approach.

Modify and record structures, processes, contents and key figures

The defined streamlining and optimization of processes and all related communication-, key figure-, system- and organization-related aspects is the first step, the result of our analysis. The intermediate result is a new organization with new information and communication rules.

Before new processes, new systems or new competencies can be anchored in the minds and behavior of the team, they must be clearly defined and communicated. Even highly motivated employees need orientation and rules. Ideally, these have been adopted jointly and consensually. This is the basis for implementation in practice.

Empowering the key people, modifying behavior

Since it is not the blueprint but the actual implementation that determines success, in the second step we devote ourselves intensively to the instruction and empowerment of all actors involved.

Here we proceed according to a jointly developed criteria scheme in order to personally observe and evaluate the performance shown and thus the execution of the new process. The actors should recognize and eliminate any waste and risk of error in the sense of the new processes. In doing so, it is important to view each communication partner in the process as a customer who must be served in the best possible way. This is a behavior that seems self-evident and yet is so rarely practiced. It must therefore be made conscious and practiced.

If necessary, we first train the people in a simulation or in the company process itself. Our consultants follow the implementation as observers and as individual, and if desired absolutely confidential, instructors. Each participant receives tailor-made instructions, tips and learning impulses. These are documented and handed over to him. Progress is thus systematically and competently evaluated and advanced. At the same time, our multimedia learning system is used to permanently anchor the impact of our measures.

Top performance by the concept of people for people

Our training and instruction measures are aimed at managers and specialists at various levels, from top managers to team leaders. We work according to the latest didactic findings and with tools we have developed ourselves. Last but not least, we remain human in our measures: We consider our management development to be a top performance that is provided by people for people.

That is why we stand for trust, openness, sensitivity - and also humour. This unique combination of business and interpersonal approach ensures successful implementation.