01. Courage to develop

Determine the starting point
The most important questions at this point are: Where or what do you want to develop (further)? And above all, why? Does your external appearance (corporate design) no longer suit you or are there even deeper issues, such as processes or even certain strategies? Maybe you would also like to get to the bottom of the opportunities in new business areas or products or services? Once we know the starting point, we only know where we can start.

02. Perceive the environment

Objectives and basics

At this point the concrete work begins. Usually starting with a workshop, we find possible obstacles, initial solutions and courses of action that may already have an impact on other areas.

03. Steer the train

Communication & actions

The direction is now clear. How and in what way can this development be realized? Who or what does it take for the project to be successful? Who can or even have to involve? How do you communicate the new direction and what should happen next?

04. Integrate experience

Organize development process

Development is work. Especially when it comes to profound issues, it is not enough to say: “This is how it is now”. Changes have a far-reaching impact on other areas. These in turn must be integrated into the development process. Stringent development also requires further development in other areas. Are linked processes still effective now? Do sub-strategies or work processes also need to be adjusted?

05. Get started

Train and internalize

Now what you know and can do is always preferred. It's just easier to do out of habit. While new things can often initially make you uneasy, they quickly turn into curiosity, interest and enthusiasm. The prerequisite for this is that the changes are known, understood and practiced.