| How we work | ||
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Principles | |
| Training | ||
| Consulting | ||
| Facilitation | ||
| How we work | ||
|
Principles | |
| Training | ||
| Consulting | ||
| Facilitation | ||
Linking individual and organizational development
When it comes to learning and development, interventions and initiatives are
designed to serve the organization as well as the individual. Development
programs follow the 70:20:10 rule (70% on the job, 20% coaching, 10% “classic
training”), meaning that a big part of programs and curricula is composed
of on-the-job learning methods (such as learning journeys, projects, leadership
experiments,..). The application of tools to concrete situations and challenges
ensures effective and seamless transfer of learning to the ongoing business
environment.
Applying a systemic approach
We face complex challenges by looking at the bigger picture, not just one
element, group or individual of a system. It is emphasized to look at the
dynamics that lead to a certain situation (and not at “whose fault was
it”). Systemic also means taking into account the resources available
within an organization and building on valuable competencies within the system.
Valuing customizing and co-creation
Listening is the crucial first step in any relationship in order to really
understand the current state and needs. From that, we develop any consulting
project or training program individually for the specific situation and organization
– and together with the client. The impact of external consulting support
will only be as strong as the quality of co-creation and cooperation between
external and internal forces.