Effective strategy and process consulting begins with the integration of the know-how of your internal experts. Using systemic formats and platforms, we work with you to develop strategies and processes that are precisely aligned with your change objectives. As part of systemic strategy development, we create the conditions to leverage your organisation’s collective knowledge and ensure that those who implement the strategy develop a deep understanding and commitment. This is how we guarantee that your transformation goals are not only achieved, but sustainably embedded in the organisation.

Your HR processes provide decisive impulses for the behaviour of your employees through internal incentive systems and selection processes. It is essential to align these processes with corporate goals to prevent employees from falling back into old behaviours.

We can help you to modernise your HR landscape and adapt it to new requirements. This includes optimising incentive systems such as target agreements and selection criteria, as well as implementing performance-enhancing systems such as performance and talent management.

We use targeted measures to strengthen the motivation of your employees and managers and ensure that your key players are placed in key positions. This is how we create an HR structure that sustainably supports your transformation.

Successful change begins with clear communication. Our change communication consultancy helps you to precisely design your project communication – from developing suitable editorial plans to defining the right tone. We support you in setting up and expanding your communication channels, both technically and in terms of dialogue, and create structures that promote open and effective internal corporate communication. By expanding the communication skills of your managers, we ensure that the change in your organisation is understood and supported.

The perceived pressure to change is particularly high in transformation processes. There are many levers that can be used, and here, too, it is important to consider the different levels of impact (organisation, team and individual).

We support your company in adapting structures and processes so that it can respond flexibly to change. We train managers and teams in how to deal with stress and uncertainty and promote an open culture of communication and learning. We use targeted measures to strengthen cooperation and create a resilient organisation that remains capable of acting even in challenging times. When selecting the measures, the strategic focus is particularly important. Focus does not mean ‘doing more’, but often also ‘omitting’ in order to create space for what contributes to the realignment.

Sustainability is far more than just a trend that goes hand in hand with doing without – it is an attitude and the basic prerequisite for a future worth living. To achieve this, the term must be understood in its entirety, as sustainability is concerned with the environment as well as social and corporate issues. At company level, topics such as impact, leadership, employee loyalty, process design, innovation and financing are all active components of sustainable design. In order to counteract the current and predicted negative trend in the economy, ecology and society, we work together with you on regenerative solutions – i.e. solutions that do not shift the tipping point but actively counteract the crisis. To this end, we primarily rely on approaches from the fields of design futuring, resilience, circular economy and the Inner Development Goals.