By “people transformation” we understand the conscious and productively designed change of thought and behavior patterns in organizations in order to successfully implement strategies and achieve entrepreneurial goals. Whether merging companies or parts of companies, reorganizations or digitization offensives – these are all tasks that require change in the daily work of managers and employees. This change must be organized in order to be targeted and sustainable. Companies have often already created the preconditions for this or developed their own ideas for implementation. This is why we do not offer you a standardized process, but support you wherever you need help – competently and flexibly.


Diagnosis & Monitoring


Only those who know the ability and willingness of an organization to change can shape transformations effectively. We create transparency with modern diagnostics and monitoring measures.
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Management Alignment

Before the transformation in the company begins, there must be clarity at the top. We support top management in developing a holistic target image.
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No plan survives its implementation unchanged – this is inevitable. This is precisely why it is important to make the planning of the transformation flexible and connectable.
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In particular, profound changes call into question the current understanding of leadership. Together with the executives, we initiate a discourse on the further development of the management culture.
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Agility & cultural change

The VUKA world is a tangible challenge for organizations. We ensure that appropriate agile working methods are operationalized and implemented in the core processes.
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Activation & Enablement

Changes in behavior cannot be ordered. We develop the appropriate procedure to activate your organization – with the appropriate dose of disruption for attention.
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Communication & Storytelling

Clear messages, the right mix of information and emotion that people really reach – we develop effective strategies and content for conveying in transformation.
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Qualification of change management teams

You can trust your consultants, but you also need internal experts. We train your team and establish a uniform quality standard.
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Diagnosis & Monitoring:
Making change measurable

What is the attitude of top and senior management towards transformation, and how well are they prepared for their role as change leaders? How does this fit in with the perspective of the employees? Which obstacles are perceived and how can they be overcome?

Without information about these and other questions, the success of a transformation quickly becomes a matter of luck with no guarantee of success.

We work out the answers in diagnostic focus groups, interviews and online surveys. We also use our own tools such as the Agility Radar or the Team Health Check. Through online pulse checks, employee surveys and sounding groups, we regularly check whether the transformation is still on the right track and where adjustments need to be made if necessary.

Management Alignment:
Creating a common understanding at the top

Change needs a direction. One of the central tasks of top management is to define these and provide orientation in the process. A top management with a strong common understanding of the goals and the path of change, its own role as a change leader and the expectations of employees as well as common values is well prepared for this.

Precisely because many processes have to be handled flexibly due to their complexity and acceleration, this jointly developed goals and procedures are critical for success. For effective top management teams and the organization as a whole.

With specially developed workshop formats, we work together with top management to develop a vision, initiate a congruent target image for the organization and create buy-in for the team. In this way we create orientation and a common sense of purpose.

Transformation Roadmap:
Drawing up a flexible route

Which initiatives are necessary to change an organization in a sustainable way? How do they have to be interlinked in terms of time and content in order to bundle the strengths of the organization as efficiently as possible? And how can communication on the causes and goals of change support the process in the best possible way?

Such questions are critical for the success of a transformation. All too often, many different initiatives and projects are initiated without sufficient coordination. The consequences are ineffectiveness and high costs. Measures are insufficiently coordinated, so that the effects can even be offset in the end.

We avoid this with a roadmap that combines the various initiatives into an effective dramaturgy. We only plan ahead as far as necessary in order to be able to react agilely to changes and to support the ongoing operations, especially in critical times so as not to burden them.

Empower executives

In particular, profound changes call into question the current understanding of leadership. Detailed planning, fixed assignment of tasks and meticulous control are approaches from a less complex time. Effective leadership in (agile) organizations is increasingly oriented towards common goals and values. This does not make managers superfluous – but their role and tasks change.

We derive the future requirements from the strategic and cultural objectives in our discourse with managers. With large group formats, workshops and practical formats such as shadowing, coaching or peer group consulting, we sensitize managers to their new role. We accompany experience-based learning of new methods and instruments and help top management and leadership teams in high performance team workshops to improve the quality of cooperation.

Agility & cultural change:
Creating orientation in complexity

Strategies are successful if they are supported by the culture of the company. New strategies therefore often require a change of culture. In digital change in particular, this means an increase in the agility of the company. But what is agility and how can the popular buzzword be translated into tangible cultural change?

Agility means above all having the courage to question without throwing the existing successes overboard. We are at your side as consultants and coaches from concept to implementation. A lean and agile project organization with a decisive agile design team at the top management level and an agile journey team of executives and employees form the backbone of our approach. An agile target image defines the orientation frame for the desired behavior. Freedom for agile pilots enables experience-based learning.

Activation & Enablement:
Anchoring change in people’s minds and hearts

How can culture be changed throughout the organization? Transformation cannot be successful if it does not reach the employees. Intelligent formats are needed, relevant in terms of content for day-to-day business. This includes the “classical arsenal” as well as innovative, disruptive approaches that “disturb productively” and thus stimulate new thinking and action.

For example, we use agile pilots to initiate cultural change in the organization. To this end, we empower managers and employees who, as change agents, actively support cultural change and bring their insights into the organization. Responsibility and the ability to change are systematically strengthened and extended to the entire organization. But also with large group formats such as our Business Action Learning, we help to ensure that the spark of change is passed on to managers and employees throughout the company.

Communication & Storytelling:
Telling the right story

The key to success in a company’s change is the people who understand, accept and support change. Through tailor-made communication and dialogue formats, we strengthen our understanding of change, promote personal involvement and create orientation.

We develop effective communication strategies for transformation projects, tell a comprehensible story with the Case for Change and translate it into target group specific campaigns with clear messages. On the one hand, great attention is paid to the balanced relationship between factual information and emotional appeal, and on the other hand to the consideration of modern communication requirements.

Qualification of change management teams:
Securing the transformation for the future

Our consulting, our tools and our coaching provide decisive impulses for your transformation. In order to anchor them in the company in the long term and beyond our cooperation, your employees can be qualified as change professionals who then support their managers as internal consultants. We regard this knowledge transfer as an important part of our task. We train your team and ensure a uniform quality of advice.