Training for employees and managers to develop and improve change and future skills to ensure the necessary change in attitudes, communication behavior, and team development.

Leadership Training
Do you miss a continuous professional management behavior in your company? If yes, then comprehensive leadership training provides the remedy. The levels of training listed below guarantee an extensive and detailed extension of your management skills. Each step can be specified according to your company's needs.
• Process Communication
• Change Competence
• Team Development
• Management and Leadership Skills

Specific Inhouse Training
These days a lot more companies make sure that their employees and management also show personal and team skills besides professional skills. For the organization's good, they also pay attention to both internal and external efficient communication. The following training modules deliver essential competencies and key qualifications such as
• Effective Process Communication for Employees, Managers and Executives
• Development of Leadership, Change, and Team Competencies
• Systemic Approaches to support Managers and Teams

Public Training
Self-employed professionals, senior executives, and managers are requested to develop social skills and team competency in addition to specialist expertise and learn to efficiently communicate both internally and externally for the good of personal success as well as for entrepreneurial success. With the following modules, a basis is provided for a wide range of required competencies in daily business:
• Process Communication
• Change Competence
• Team Development
• Management and Leadership Skills

Systemic Change Coaching is a development-oriented process support that moves away from linear thinking in terms of cause and effect towards a networked approach to dynamic change processes. It is designed to address the complexity of personal and organizational change and to provide appropriate support for change and transformation processes. The coaching is available for individuals, teams, and organizations.

1. Executive Coaching
In individual coaching, the whole person is considered in their professional and private environment. The evolutionary approach aims to develop the potential to grow holistically as a person. Changes and alterations are understood as learning processes towards greater awareness and personal integrity. With the help of coaching, current personal problems can be handled as well as unwanted developments. The effect is comparable to that of a catalyst, calling on potential and supporting resources.

2. Team Coaching
Team coaching fosters collaboration among company team members, with an emphasis on achieving future development, identifying solutions, and establishing goals. It addresses issues such as unclear operations and assignments, communication challenges, and, most importantly, team conflicts. The benefits of team coaching include enhanced mutual understanding and cooperation, leading to increased motivation and creativity. Additionally, team leadership skills need to be developed. While leadership is often a natural skill, day-to-day challenges often arise that could be mitigated with the support of coaching.

3. Organizational Coaching
Organizations can be considered self-producing and self-sustaining systems driven by a natural need for growth and change. These systems are influenced by both internal and external factors, leading to the creation of creative processes that ultimately contribute to productivity, efficiency, and meaning. When discussing these concepts, it is important to consider factors such as "information flow, cash flow, and market trends". Within organizations, challenges and difficulties can be viewed as disturbances to this movement, also known as organizational energy dynamics. The process of "coaching" an organization entails identifying and overcoming these impediments as deep-seated disturbances, transforming them into positive energy patterns.

Process Inquiry
Effective communication is a critical component of organizational success, impacting various facets of business operations, including leadership, coordination, and sales. Efficient communication is a fundamental skill for any professional, as it enables the precise articulation of concerns, the alignment of discussions to key objectives, and the attainment of results on time. It involves the utilization of latent resources, the identification of problems, and the formulation of solutions-oriented approaches, even in the face of inconvenient facts. Process Inquiry is a powerful communication tool that can tap into the resources of your organization.

Systemic Change Coach
This multidisciplinary training program has been developed to include all relevant tools that have been tested and recognized in practice. Participants will acquire knowledge of business processes and leadership, as well as psychological knowledge to correctly evaluate and apply coaching as process support.
The training combines the approaches of systemic counseling, Gestalt counseling, and energy psychology, as well as models and applications of process-oriented methods. On completion of the training, participants will be able to design the coaching process in a goal-oriented, emotionally resonant, and learning-oriented way. Participants will acquire the skills to facilitate change and development processes at three levels: the individual, the relationship, and the company.

Expert Coach – from experts for experts
The "Expert Coach" training program is designed to equip participants with all-round competence development to become an Expert Coach across three key fields:

• Technical and methodological competence: Coaching process models, change skills & management/leadership concepts
• Communication and social competence: Intervention techniques, relationship building & handling conflict
• Personal transformative competence: Psychological models, change in attitude & self-efficacy

Upon completion of the training program, participants will be able to demonstrate security/differentiation in the role of coach to skillfully combine expertise and learning processes.

Participants will learn to apply diverse tools and methods in the coaching toolkit to coach efficiently and creatively depending on the task. They will learn within a group dynamic to reinforce self-assurance and self-efficacy.

The program will provide learning and understanding of various coaching methods to recognize patterns, research causes, and shape solutions. The program will also offer personal development and awareness to enable skillful performance in sales discussions/consulting.

(This training is part of our cooperation with Dietz Academy, where we took this description from.)

FMEA
Methodically clean FMEAFMEA (Failure Mode and Effect Analysis) aims to identify technical risks of the analysis object during development (product/system design, manufacturing/logistics processes) and minimize associated risks via prevention and detection actions.

• Delimitation of the system being considered,
• Structuring the systemConnection of components whose partial functions lead to one or more overall functions. being considered,
• Definition of functions of the structure elements,
• A risk assessment,
• Suggestions concerning measures and conclusions on priority risks

Professional FMEA training
With our FMEA seminar offer, we are providing you with a highly effective instrument for personnel development, support for learning processes on an interpersonal level, solutions for the immediate work situation and individual solution approaches for the company and the FMEA moderatorThe FMEA moderator plays a key role in the development of FMEA. It is responsible for the purposeful application of the FMEA method, the economy of time, and the recording of the analysis results.

(This training is part of our cooperation with Dietz Academy, where we took this description from.)

Systemic Change within internal/external Stakeholders
The Systemic Change Conference describes a method for supporting change processes in companies and other organizations. The aim is to develop upcoming changes and transformations efficiently, communicate them clearly, and carry out the integration in time.

The Systemic Change Conference offers an integrative development design of 2-3 days to initiate change processes in the organization and to ensure broad transfer.

The size of such a conference can vary from 50 up to 1.000 participants and more. Learning ”on stage“ is a great opportunity, with employees and managers participating in an integrative change process with the motto: The whole is more than the sum of its parts.

This experience supports contentious and emotional acceptance as well as effective and solution-oriented commitment. The entire change process gets boosted by energy and enthusiasm to successfully implement „future“ in the company. If you need to implement a change process in your company or organization, it is important to implement the associated changes in a direct, transparent, interactive, and timely manner vis-à-vis your employees.

Your role in the change process is to inspire curiosity and commitment and to transform fear into identification. To „get the horses on the road“ a certain amount of energy is needed so the new has a chance. The fear of changes and challenges turns into joy and confidence: Together we will be successful.

Learning will be an Adventure
Do you feel personally attracted by an extensive PowerPoint presentation or a note on a complicated subject? For good reason, organizations try to present more frequent topics and products to customers and employees excitingly and innovatively. The goal is to initiate personal change.

In other words: something shall start moving. How is it possible to connect change and transformation to a learning experience, and what does that mean regarding Systemic Change Events?

The conditions of the event create a stimulating learning process. The topics are presented interestingly, new, and fresh since the same experience over and over again leads automatically to a blunting. As we learn with all our senses a broad perception spectrum
will be addressed. Resonance on different levels stimulates openness and willingness to engage in the learning process. Through emotional involvement, the learned can be integrated in a meaningful way if events ask for interactivity.

Systemic means realizing three essential levels of experience – content, emotion, and process about the current system involved. Each level within a successful event design requires attention and should be integrated into the overall concept.