Business is all about people. People like you and me deal with real-life change every single day. Everyone knows that change is more than just about jumping from one situation to another. Think of change like expansion, new businesses, partnerships or cross-cultural challenges. Or think of empowering professionals, communicating more effectively or reducing the lead time of innovation. We all are aware that these changes can only be done by people to achieve a profitable and sustainable business!
How we work
By taking the role of a consultant, a director, a coach, or a corporate trainer we guide the process of change into a company's mantra. That means, you create the transformation as we prepare you to anticipate what lies ahead. We also guide you how to implement the change effectively to the core of your organization. You will find yourself making choices that improve your skills. Choose, focus and decide!
Our services include a professional toolkit ‘The Change Express® that will give you the opportunity to manage your next change. Professionalism, combined with a personal touch and a highly efficient outcome, is what we aim for. It’s for sure that a new change is awaiting you.
Each program/workshop starts with dialogues in small teams in order to gather participants’ thoughts, ideas, expectations and perception towards change in business.
This program takes as its starting point the organization's current ambitions and its on-going capacity for innovation. Ideally, the organization fosters employee development and implements their talents as much as possible. It is this type of environment that requires leaders, managers and professionals, those with a vision that change is the supreme challenge in managing their organizations; people who are able to focus their behaviour on the implementation of change and who can anticipate the first signs; people who consider it critical for themselves to change. How do organizations, their leaders and their employees perceive the signals of change coming from their environment? What is the formula for implementing those signals successfully? And what is the strategy of a leader, a manager or professional who is responsible for managing change?
Participants gather a deeper understanding of what change entails. They are able to connect the dots between business, change, and people. Case studies, theoretical frameworks, tools for change, management games, and role plays provide hands-on experience and the ability to deal with change. Program participants go through the entire process of change from the beginning till the end, imbuing learnings into their daily work across all levels within the organization. The training imparted, allows leaders and professionals to implement their newly acquired insights and skills on-the-job. This yields a high return-on-investment, financially as well as in terms of organizational development.
The program consists of various modules which can be conducted consecutively as a complete program, as a combination of selected modules or as stand-alone modules.
The program can be executed over a period of 1, 3 to 6 months depending on group size, people’s maturity, existing knowledge on change, average change experiences of the participants and the organizational change required.
Please find below two examples of clients who successfully went through the Management Development Program:
One company in the Oil & Gas sector in India needed to gear up and as they put it "Prepare for the future". A few challenges passed the review during the execution of a 3-month Management Development Program on change:
A program along with an interactive management game (to get the participants out-of-their-comfort-zone) which we recorded, resulted in a movie they can refer. The program was successful. They have taken over another global colleague and managed to implement the changes independently. "we have learned from you guys the do’s and don’ts of managing change just in time…" As usual during our annual visits, over a cup of chai we freshen up their knowledge and skills so they are able to sustain their growth.
Look at a retail company being eager to change its strategy focus of India to Asia-Pacific level, involving 150 professionals and managers across India, Pakistan and Bangladesh. While guiding the process of high performance growth, increasing the revenues and sustainability, this company experienced the added value of our Management Development Program. We facilitated their journey in uncovering hidden talents and flexible mindset by introducing practical Change Management fundamentals, business cases in- and outside the retail sector, by developing roadmaps and co-creating new scenarios. Through simulating their future, they were able to experiment with new behaviour and mindsets. They achieved their next level. "These gained ‘change’ skills remain with us for life". We have managed together with this company to increase volumes by 20% and employee satisfaction by 15%.
The workshop ‘Introduction to Change’ will consist of a one-day program in which participants will become aware of Change Management fundamentals, what change entails and how to initiate change on individual, team and organizational level. The program also covers topics like how to perceive the differences between the current situation in business and future ambitions: how to bridge that gap?
Participants will be able to anticipate the signals of change on their own within the company’s environment. Another appreciated outcome of this highly interactive workshop is that participants grab the opportunity to reconnect with each other through team-building exercises and consciously recognize ‘the glue’ that holds the group together.
"To improve my skills, I’ve had to learn some things and unlearn others. Taking the time for reflection and introspection. That’s what we call change". - Professional, Philips Research and Development Department.
As we all know, the world is a village with a burning need to adapt and integrate. Left behind, one will miss the opportunities offered by globalization today. To maintain the increasing pace in business, continuous change is inevitable in which effective communication is key. The quality of the interaction with colleagues, suppliers, employers and clients determines the speed of the change, such as expansion and growth or achieving other company’s ambitions. How effectively do people communicate? This requires time for self-reflection and taking a closer look at your ways of communication with the people involved in the professional environment.
This is the first time I really took the time for self-reflection which increased my insight into the effect of my communication with others’ . – Director Oil & Gas company.
The challenge lies in being able to crystallize the vision and knowing what needs change. The ability to make decisions at the right time, so as not to stumble later. Inspiration, motivation, and communication are key to this workshop. This program sees its fair share of creative outburst by the seemingly non-communicative.
People will naturally sense new opportunities in an attractive future and find the direction they need to take. But the future is attractive when there is a clear goal. A vision. A destination to live for. Something that gives meaning and direction to one’s job; sets people’s imagination to work and mobilizes their energy. A vision goes beyond daily restraints. To develop a vision you need courage, creativity and imagination. The vision will activate both ideas, and actions. It will open people’s hearts and will sharpen their tools. Sharing a vision is essential to the process of transformation. It distinguishes an action-oriented organization from a reactive one. Once you know your destination, your vision, all you need to do is clearly draw out the roadmap, the process that will take you there.
During the workshop program ‘Vision Development’ participants feel supported to develop a vision, lead the process and understand how to implement. ‘Within 4 hours, we have developed the concept of a vision. It’s a huge way forward after months of talking, talking and talking….’ This workshop is targeted for professionals, managers, and leaders and can be conducted either in one or two days.
Participating in the workshop roadmap development is of great value to the company and its professionals and managers. Roadmaps can be developed for all sorts of future ambitions. Dialogues, tools, business cases, supportive checklists and creative actions are part of the program. Collective alignment regarding the future and the right direction to reach the next destination is key! People who open their hearts and minds to change, their actions become more thorough, more creative and more reflective. Isn’t that what we all want? But where is the journey headed? Everybody feels attracted to a bright horizon in which different scenarios exist. A clear destination can trigger people’s dreams. They all want to add value to the journey before reaching the final destination.
‘Keep in mind: any business is only of interest if a bottom line financial black figure is realized! We constantly update our roadmaps to achieve our financial ambitions’ – Manager Logistics
This workshop in particular, is for team members and/or personnel of certain (international) departments who need to work in teams. It is focussed on building cohesive teams with strong professional bonds between team members. The workshop focuses on the understanding of the culture required that will enable the team to succeed in future endeavours. Is the existing culture the right ‘glue’ to achieve future ambitions? Sharing experiences, expectations and ambitions to optimize team processes is part of the program. Various tools for change such as story-telling, painting the future scenarios, guest speakers who share their in-depth experience with participants are key.
The team building session is either a one or two-day session, depending on the maturity of the participants and the business challenge at hand.
By sharing our personal and business stories with each other, we feel reconnected and aligned again after a complex merging process. We have deepened our mutual understanding on business as well as personal level which benefits our daily work in order to achieve our goals: innovation and growth.’ - Manager Retail Company.
The Management Game is an interactive game on how to manage change, spread across a day or two, cutting across all levels of the organization. The Management Game leaves the participant imbued with in-depth learning and knowledge of all processes and people involved in the organizational change. It teaches them how to reduce the lead time of change by anticipating signals in a business environment and how to take immediate action in accordance with it. Participants simulate the organization’s desired future, thereby increasing their awareness of concrete organizational goals, how best to achieve them and how to weave it into reality by incorporating actionable targets in their day-to-day work/business. They need to fathom the nature of change required and how best to bridge the gap between the present and the future. Besides these key learning’s and tool application, the game results in a practical roadmap for the organization, that can be implemented at both the strategic as well as operational level.
HR departments, consultancy and training companies and freelance-trainers are always eager to im-prove their skills on how to guide and support individuals and teams in organizations in managing change. Our train-the-trainer program covers various issues regarding the process of change: from initiating, executing, evaluating and integrating change in business. The training includes the toolkit ‘The Change Express®’, supervision and coaching-on-the-job.
The program execution is directly related to a real-life change process; during the training participants apply newly gained insights, experiences and tools in real-life. Experiential learning will be part of the training.
‘My attitude towards a Change Management process has changed from reactive to proactive’
‘I can now explore and exploit my hidden talents in guiding journeys of change with others. It feels like a major added value for me and my organization’.
‘Now I am ready to start my own training firm!’
Sharing knowledge is powerful! We are always keen to share our knowledge through lectures on Change Management for universities and B-schools. See for further details our program developed for students, ‘MBA for life’.
The purpose of the program ‘MBA for life’ is to invest in students, juniors and professionals who aspire to become leaders or managers in organizations in transition. Course material will include knowledge transfers, experience sharing, supporting dialogues and team coaching.
Learning collectively to develop and to present implementation plans for institutional and commercial organizations is an intense learning process for (MBA) students, juniors and professionals.
The basic principles of these plans consist of real life (international) business cases, theoretical concepts, intense analysis, and experimenting with different behavioural skills. By means of a collective development process, students, juniors and professionals will enlarge their knowledge of organizations, how they work and how to manage their way forward. A spin-off is that students reduce the lead time of acquiring a new job.
Approximately 60 % of this program lectures consist of theoretical and practical concepts and frameworks on change. This program will be given to approximately fifty to hundred-fifty students in two to seven days. For juniors and professionals the group will consist of a smaller number of participants.
Besides (guest) lectures, a number of group discussions, simulations/games and plan-development processes will also be part of the program.
The basic fundamentals of the program are based on real life business cases (including their leaders and managers) in order to adjust the program to the industrial or governmental reality. The remaining 40 % of the program consists of assignments, dialogues with business and government people and (personal) consultations with the professor.
The program ‘MBA for life’ consists of five modules, which can be realized in a lead time of two weeks to two months depending on the needs and maturity of the students, juniors or professionals:
During the first module the concept of 'organization' will be discussed intensively.
Examples from international organizations are part of the lecture: what are the economic, political and cultural aspects of the environment in which they must survive?
Case studies will be presented to participants to practice different theoretical concepts.
The intended result of this module is a collective framework ‘Implementing Change’ in which participants learn to pose questions and to solve the problems of an organisation wrestling with survival in a dynamic, changing environment.
Participants will be asked to consider how they experience the realities of the different organizations and how they would solve problems in an effective way - in effect translating problems into opportunities.
During this second module the main issues discussed will be how to maintain and how to optimize an organization's existence. Other issues for discussion are the process of innovation and managing change - how to recognize, anticipate and implement changes in the organizational culture. What kind of answers is needed in these circumstances? Do students or young managers want 'to play' with these issues? What kind of abilities is important to them? How will they deal with different issues in managing change and how will they implement the change process?
At the end of this module, participants will have an optimized knowledge of the different theoretical aspects in the field of managing change and its implementation.
In an environment of dynamic change and unpredictable human behaviour, an organization needs competent and socially mature leaders. Leaders who are able to anticipate not only (often hidden) signals, but also the (often hidden) talents of their employees. For example, more and more, the ability to see, explore and exploit the hidden talents of an individual employee, as well as the interaction between employees, is one of the keys to managing organizations successfully.
What kind of abilities and experiences are challenging participants? Which ones will turn the participant into a 'captain of change'? And is it true that managers can 'control' and measure the progress of the change and implementation processes?
'Captains of change' or ‘Change Agents’, those who have the responsibility to manage dynamic processes within organizations, use different 'mental' models and tools to structure their way of thinking and their communication behaviour on different levels within the organization.
Participants will learn to develop and to use the different tools to optimize their personal 'toolbox' for managing change processes.
At the end of this module participants will be able to develop and to present an implementation plan for an institutional, governmental or corporate organization.
Up to this point, participants will have received theoretical knowledge and experienced dialogues and simulations on organizational and change processes - the basic principles for Change Agents. In module V they will be challenged to show how well they have assimilated this information via participation in management games and role play. Team presentations are built up in three main parts: plan content, feasibility, and the attitudes of team members during the presentation. Discussions with peers and panel members (corporate leaders) follow. At the end, each team will be judged by its peers, jury and business case leaders with the winning team being awarded The Change Express® Award.
Theoretical knowledge will be transferred in an interactive way: debate, management games, discussions and dialogue with the audience. The process of internalizing the different concepts will be stimulated by the professor. As part of each different module, role playing, simulations and games will allow participants to practice and experiment with alternative (organizational) behaviour. The main purpose is to integrate cognitive knowledge and emotional experiences into a basic attitude for managing change and implementation processes.
In addition, the program relies on the use of practical organizational models, intellectual tools and case simulations. Evaluation of every module is also important for the participants' learning process - for example, for vision and opinion development.
Before and after the realization of the program, participants will receive a questionnaire. All the data (questionnaires, evaluations and observations during the team sessions and program activities) will be used as input for participants’ key learning’s.
Coaching is a key constant in the execution of our programs both at an individual as well as the team level. We support and coach participants on-the-job during our programs. Furthermore, we coach individual professionals and managers as well as teams separately.
If there is lack of capacity, skills, or experience with change within an organization, we lead the change process temporarily. While executing the change required, we train potential candidates within the organization such that they are able to sustain change in the future independently.
We develop, execute, and/or moderate programs for companies, government institutions, and embassies interested in organizing trade missions, conferences or seminars.