Management
Consulting

Change

Engagement

Learning

Management Change

While everyone else is talking about “change management”, we prefer to talk about “management change”. This is born of our belief that the role of management involves more than just “managing the change”. Rather, good management will completely revisit the entire management approach of an organisation. Faced with an increasingly complex and interconnected world, the all too common response by many companies seems to be a steady increase in oversight tools (audit, reporting, levels of supervision etc...) The consequences of this have been perfectly summed up by Peter Drucker: “Most of what we call management consists of making it difficult for people to get their work done.

We assist companies in transforming their managerial praxis, adapting it to the challenges of complexity. The purpose of our intervention is to ensure that every action taken by management makes the employee’s job within the organisation easier and more stimulating, and makes the company itself more flexible, innovative and responsive.

Engagement

Organisational structures are becoming increasingly fluid and flexible. To challenge this, companies must be agile and on their toes at all times; regularly reevaluating their organisational assets, creating increasingly wide and interconnected networks, being quick and efficient in reacting to events, being innovative and setting out a clear vision. Here, engagement takes on a strategic significance: we’re asking our staff and our teams to create an identity, to shape the progress and the narrative. They are there to interpret the strategy, not merely to implement it.

We create the conditions to allow collective intelligence to flourish, with environments in which people know their worth and wish to contribute it towards a shared vision.

Our clients appreciate our unique ability to bring together and achieve buy-in from large or highly heterogenous workforces, and to support and reinforce the management hierarchy during the transformation process. We do this by combining our in-depth business and organisational knowhow with approaches, methods and expertise rooted in other fields.

Learning

The demands and approaches to individual and organisational training are rapidly evolving. Within this field, we see ourselves as a lodestar for innovation in educational content and methodology. We learn best by being actively invested – cognitively, intellectually and emotionally – in memorable experiences that leave an emotional impact.

Our approach to planning and implementation, embedded in our company’s DNA, is guided by a symbiosis of knowledge and message, research and field testing: we aim to make the landscape of the learning experience one that inspires change and develops new skills and new horizons.