HOW DO WE GET TO THE FINISH LINE?

First, let's get to know you. What's the culture like? Has the organization gone through a change? Who thinks what?

We need to understand your starting point. After our initial dialogue, we will often conduct an analysis among the organization's members. The analysis is typically based on a data collection using e.g:

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Measurements

Depending on our initial dialog, we have a number of measurement tools that can help us identify what should be in focus. We often also include your own metrics and data in our analysis. For example, well-being surveys, employee engagement data and workplace surveys.

‍Individualinterviews & focus groups

Interviewscan provide qualitative insights into how members of the organization experience collaboration and leadership. They are particularly effective in smaller groups, where you can quickly gain knowledge about both workflows and wishes for the development of the organization.

↪C_200D↩ Fieldstudies
Field studies are ideal when complexity is high, for example, when the communicative infrastructure is difficult to understand or management wants an external perspective on strategic considerations. A particular advantage of this type of analysis is that it provides insight into the more unconscious parts of organizational behaviour.

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With the analysis results in hand, we define the desired goals and develop a solution together with you. This can be anything from a few workshops over the course of a few months to multi-year plans for leadership development, coaching and supervision.

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We always develop the solution in collaboration with you to fit the budget and time you have available. At the same time, we make sure there's room for adjustments along the way, as we know that reality can quickly overtake even the best-laid plans.

The solution is developed, the plans are made, the calendar is booked. Now it's time to get down to what it's really all about: creating results for you. We work according to a number of principles that form the backbone of our learning approach.

Focus on what works

Sometimes theory means one thing and reality means something else. When this happens, we always focus on what works and support our participants in finding the solutions that make a difference in their everyday lives.

Practical experience
Webelieve that real skills are built through practice and repetition. Therefore, our workshops always include practical elements where participants can test and practice new methods, mindsets and tools on their own bodies.

Learningover time
To increase learning, we "stretch" the workshops over a longer period of time. For example, if a course contains 4 workshops, we prefer to hold them over 4 months rather than 1 week. This provides better opportunities for reflection, trial and error, and linking to everyday work.

Competencies and structures in interaction

Competencies and structures (meetings, processes and decisions) need to work together if you want to change anything in an organization. That's why we often focus on how structures can be adjusted to increase the chance of success.

Did we reach our goals? And what are the next steps? These are the questions that need to be answered in the evaluation phase, where we often use the same methods as in the initial analysis, but in a more condensed version. Usually, we say thank you after the evaluation because the goals have been achieved. Other times, a maintenance training effort with lower intensity is needed. We'll figure this out together with you.

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Typical conclusions of the evaluation:

• Additional initiatives are needed for those departments that have not reached their goals. 
• Implement one or more training modules in the internal management training.
• Individual coaching should be offered to key people to strengthen anchoring.
• The pilot project (if it was a pilot project) needs to be rolled out to the rest of the organization.
• The goal has been achieved and we thank you for your cooperation this time.