HOW DO WE GET TO THE FINISH line?

First, we need to 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 members of the organization. The analysis is typically done on the basis of a data collection using e.g.:

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Measurements

Depending on our initial dialogue, we have a number of measurement tools that can put us on track of what should be the focus for you. Often, we also include your own measurements and data in our analysis. These can be, for example, well-being metrics, data from employee engagement and risk assessments.

‍Individual interviews & focus groups

‍Interviews can provide qualitative knowledge about how members of the organization experience the collaboration and management within the team. They are particularly effective in smaller groups, where you quickly gain knowledge of both workflows and wishes for the development of the organization.

‍Field Studies
Field studies are ideal when complexity is high, e.g. when the communicative infrastructure is difficult to understand, or management wants an external perspective on strategic considerations. A particular advantage of this form of analysis is that it provides insight into the more unconscious parts of behaviour within the organization.

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

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We always develop the solution in cooperation with you to fit the budget and time you have available. At the same time, we make sure that there is 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. And now let's get to work on what it's all about: creating results for you. Here we work based on a number of principles that form the backbone of our learning approach.

Focus on what works

Sometimes the theory means one thing and the world of reality something else. When this happens, we always focus on what works and support our participants in finding solutions that have an impact in their everyday lives.

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Practical experience
‍We believe that real competencies are built through practical practice and repetition. Therefore, our workshops always contain practical elements, where participants can test and practice new methods, mindsets and tools.

Learning over time
To increase learning, we “stretch” the courses over longer periods of time. For example, if a course includes 4 workshops, we would rather hold them over 4 months than in 1 week. It allows better opportunities for reflection, trial actions and coordination with everyday work.

Competencies and structures in collaboration

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

Did we achieve the goals? And what's the next step? These are the questions that need to be answered in the evaluation phase. We often use the same methods as in the initial analysis, only in a more condensed version. Most of the time we thank you for a good collaboration after the evaluation, because the goals have been achieved. Other times, a lower-intensity maintenance training effort is needed. We'll find out with you.

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Typical conclusions of the evaluation:

• Complementary initiatives are needed for those departments that have not achieved their objectives.
• One or more training modules must be implemented on the internal leadership training.
• Individual coaching of key individuals must be offered to strengthen the anchoring.
• The pilot project (if it was a pilot project) needs to be rolled out throughout the rest of the organization.
• The goal has been achieved and we say thank you for your cooperation this time.