We start our change support with a brief organizational diagnosis in order to develop a neutral, in-depth understanding. This helps our clients to get a clear picture of the scope, feasibility and limits of the assignment in advance. The feedback from our customers shows us time and again how much they appreciate this gain in knowledge. This is because together we arrive at a clearer understanding of how the architecture and arc of tension of the change should be designed.

Once the appropriate formats have been found together, in which the target groups and the issues at hand can be addressed, the next step is implementation.
formats can be a mix of coaching offers, team development measures and large group events, paired with coherent information and communication strategies.
We often only go into smaller areas of an organization, for which the procedure is then very similar.

In doing so, we focus on supporting factors and often uncover contradictions within and between organizational units. The most important momentum in implementation is that the focus is on joint development. The results then differ significantly from the starting point of the initial survey.