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People Development
How we work

Our work is characterized by being solution- and resource-oriented, coupled with sound analytical skills. We utilize interdisciplinary synergies and base them on pragmatics. We place particular emphasis on human dignity and respect. We bring with us cultural sensitivity and strong ethical awareness. Our contacts and cooperation with universities and institutes ensure that we maintain our high level of professional competence. In our work we combine what has proved itself in the past with new findings and future trends. What we teach and represent in our consultations, we also provide in the form of continuing education.

Working examples:

1. People development: assessments for the selection and training of key personnel
2. People development: lead a successor out of the shadow of his or her predecessor
3. Organizational development: knowledge transfer from the headquarters into the global network
4. Organizational development: set up a matrix organization
5. Conflict management: release process as a result of restructuring
6. Experts for you: elaboration and management of a major anniversary symposium

Organisational Development
Conflict Management
Experts for you

3.Organizational development: knowledge transfer from the headquarters to the global network

Mandate: Up to now, a global corporation has been offering its services for technical systems from its European headquarters. Accordingly, the entire experience and knowledge was concentrated in Europe. Now the services are to be provided from globally distributed regional bases. This first requires a knowledge transfer to the outliers. Technically, there are no problems, the staff of the new bases is motivated to educate and distinguish itself.

Challenge: The experience and knowledge lies within the workforce and archives / databases of the headquarters. In addition to explicit knowledge, as much experience (tacit knowledge) as possible should be transferred to the bases as well. For the employees of the HQ, this knowledge transfer means a loss of power and influence. Fears and negative feelings toward the "strangers" surface. The new bases are located in different cultural regions. Divergent value systems and differing learning behavior collide.

Our services: Design and implementation of systems and measures that promote the transfer of knowledge and motivation from the staff of the European headquarters. Emphasis shift from "knowledge transfer from A to B" to "conception of an international, integrated knowledge exchange and extension system". Introduction of training systems that take into account different cultures of learning. Teach intercultural competence to the trainers. Empower employees to cooperate inter-culturally in the global service network.

Result: Knowledge exchange is optimized. Fear and resistance in headquarter employees is alleviated. They perceive new opportunities, which increases their motivation and commitment. "knowledge drain" is counteracted. Opposition to change is reduced, tolerance increased.