We support you in individual and/or collective transformation processes, i.e. the key challenges facing senior decision-makers. The primary goal of our support/consulting is to help you and your management team reach a point of (shared) clarity and inner peace in order to successfully master the challenges at hand.

As a premium management consultancy, we do not only work on the basis o ftried-and-tested “classic rational” consulting methods such as workshops, analyses and benchmarks, but can also draw on a much broader range of methods from various disciplines, including systemic coaching, Gestalt consulting and constellation work. In addition, we can also work with you  using integral methods based on ancient wisdom teachings such as mindfulness, ‘Theory U’ and kinesiology, so that our findings and recommendations are more extensively validated and always reliable.

We can accompany you with of over 30 years of experience on all currently known levels according to Spiral Dynamics and thus combine classical and spiritual intelligence, knowledge and wisdom, heart and mind.

Especially in strategic transformation projects, we prefer to work with an integral approach according to K. Wilber. This combines management consulting focused on the collective with leadership development and coaching aimed at individual aspects. We provide you with customized support in terms of content and scope depending on the task and framework conditions.

The integral approach considers four perspectives in equal measure: an internal and an external perspective, as well as an individual and an organizational perspective. This results in four quadrants (see diagram), which should be developed equally and in coordination with one another during the transformation:

Example: the introduction of new, digital business models (a further development in the “bottom-right” quadrant), always requires changes to the type of collaboration and culture (“bottom-left”). Likewise, coordinated developments are necessary at the individual level, e.g. different leadership skills (“top-right”) and new, digital thinking models (“top-left”). This 4-quadrant approach is particularly suitable for defining objectives, diagnosing the current situation and supporting the implementation of a transformation.

Another essential component of the integral model are the so-called development levels: The evolutionary development of the human being takes place in development stages, which are described in so-called level models – among others according to “Spiral Dynamics (R)”. Each development level has different values, attitudes and leadership logics of individuals, but also of collectives, i.e. cultures and organizational forms.

It is essential for the success of a transformation project to recognize a level transition that is necessary for the development of the company – e.g. in the case of digital transformation – and to consciously promote it in this case. This is because every level transition involves a fundamental change in awareness and presents organizations and individuals with major challenges that are often associated with massive resistance. The same applies if levels are too strong or too weak (e.g. “too few orange qualities” or “too much red in leadership”). This must be taken into account in the design and implementation of change processes.

We also attach great importance to an inclusive approach from the outset, i.e. involving as many employees as possible in the design process at an early stage. All with the aim of finding better solutions together and reducing the usual resistance by giving employees the opportunity to help shape the process.

After all, the essential factor for the success of any change is that you as leaders pull together and authentically exemplify what is important in the future. As a rule, this means that you and your management team also have to continue to develop.