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Change Management.

Our tailored and specific change management approaches mean we create sustainable change. We assist with the conception and implementation of your corporate mission statement and provide support with the introduction and amendment of strategies, organisational structures or processes.

Corporate Mission Statement.

A compass without cardinal points? Many companies operate or navigate in this way. However, a compass does not work this way. The cardinal points are to be defined. The company must then decide on a target direction. In addition, there must be someone who, with given instruments, manages the company accordingly.

The mission statement forms the basis of a company’s strategy development and goals. The mission statement is the compass. A mission statement provides clarity and orientation with regard to the company’s vision and mission as well as values and standards of conduct. The customers of the mission statement are primarily the management (the navigator) and the employees. Ideally, the latter should be able to identify with the mission statement, which only works by setting an example from the top down.

A mission statement can also play an important role in external presentation (marketing effect). In this way, a realignment can adapt to changing customer needs. The mission statement can also be addressed to shareholders or partners. Every company needs such a compass to achieve its goals with as few losses as possible. How do I design, communicate and implement a corporate mission statement? We help you to bring everyone along (including the recipient-oriented visualization).

Strategic process management.

Strategic Process Management (SPM) is essential for any efficiently operating and successful organization. Here we focus on the definition of core processes, the analysis of existing processes and the development of strategic process objectives. Furthermore, it is important to us to make processes measurable.

If desired, we can also take an operational role in this process. However, the goal is to provide the company with tools and instruments so that future process adjustments or redefinitions can be carried out by the company itself.

The training usually takes place in workshops and is also designed to allay employees’ fears and reservations. We take everyone with us.

Organisational Development.

Organisational development refers to the management of organisational and structural changes with planned involvement of the relevant employees and know-how providers. As the title indicates, it is a continuous process, from planning to implementation. Ideally, it is based on a corporate mission statement. Proper communication and thoughtful involvement of stakeholders are also essential.

Corporate Strategy and Setting Objectives.

The development and definition of suitable goals depend on many factors. The most important foundation is an existing mission statement. At the very least, management and shareholders need to be clear about where the journey is headed. On the basis of the vision, which represents a longer-term goal, we develop medium-term and, in turn, short-term goals. This creates a clearly coordinated strategy. Project and process management are also at the centre of attention. In order to make the degree of target achievement measurable and, above all, controllable, we distinguish between lead and lag measures. 

Communication and culture.

You wish for a goal-oriented, but still appreciative communication in your company or your team? Communication that contributes to the achievement of goals and overcomes barriers. Conversations that are based on treating each other with respect – even when opinions differ. You want to solve a specific communication problem between two employees? Together we look at how these or similar challenges can be solved with all parties involved.


“Leadership is different today,” “Generations Y and Z are so difficult to lead,” “Boomers are all backwards.” Do you know such or similar sentences from your everyday life? From our point of view, all these statements have one thing in common. They are generalisations or placeholders. They are alibis for things that don’t work. Finger pointing at others. That is, they extremely simply describe an impression, a tendency, and on the meta-level, perhaps, a generational “conflict.” Well, whether it’s a communication problem or the implementation of a particular leadership behaviour, such sweeping generalisations don’t help. Instead, individual solutions make sense. You’ll find solutions with concepts that take into account the characteristics of your team members. We point you towards a path to smart leadership.

Change Management.

With our individual and specific change management approaches we create sustainable change within your organisation. We support you with the introduction and change of strategies, develop or improve existing organisational structures and processes.


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Projects examples.


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