Portfolio

Consulting and training in high-performance organizations

Our Portfolio

Your partner for developing organizations, teams and personalities in commercial and non-profit organizations.

Future
Leadership

“The success of people and the success of the company stand side by side on an equal footing.”

The “Future Leadership” approach aims to strengthen people’s self-awareness of their personality and personal responsibility. An associated organizational and cultural development towards a more value- and meaning-based orientation instead of pure goal and task fulfillment is the intended result. In this way, the challenges of the future can be approached and mastered in an ideal way. The Future Leadership approach puts people’s success as individuals and the success of the company side by side on an equal footing.

In the current and future collaboration in the working world, hierarchies are increasingly taking a back seat. Work and private life become blurred. “Future Leadership” describes future-oriented, necessary qualities and principles for this:

  • Setting an example of trust instead of maintaining control
  • Check known “lanes” and try new ways
  • Support agility and co-creativity instead of exerting command and pressure
  • Leading in a more transformational and less transactional manner
  • Promote autonomous and entrepreneurial thinking and action instead of micromanaging
  • Weigh values ​​and meaning more important than order and efficiency

Believing in and preaching “new” methods and principles does not help to inspire people and lead them to personal responsibility. People continue to long for security and orientation. Skepticism and resistance have to be overcome. Good social and methodological skills are therefore increasingly required in management. Empathy for one’s own patterns and resistances as well as empathy for the employees in order to be able to “pick them up” where they are at emotionally. This is a key focus of our leadership development workshops.

In our consulting projects, we work based on the future leadership idea. In doing so, we always check with our customers very carefully where the organization and culture will and can develop in accordance with the market situation and strategy. In our training, we pick up people and organizations where they are at and move them pragmatically in the desired direction.

Sales
Excellence

“Serving the right customers in attractive markets with the right products and services in an adequate manner.”

With a broader view, you set the course for more effectiveness and efficiency in sales. The work and performance of your sales teams are crucial when it comes to implementing and achieving your corporate strategy, the associated sales targets, expectations of profitability, and results. Sales Excellence enables you to identify the main levers in sales, coordinate the sales processes accordingly, and to plan any measures based on your existing resources. The people responsible in your sales organization for the excellent adherence to the processes and the implementation of the measures are particularly important. Regardless of whether field service, internal service, or customer service: Only if the effectiveness (strategy, goal, structure) is developed and refined and the efficiency (attitude, communication, methodology) is guaranteed through sales training, the sales performance of the sales department can be noticeably increased, and sales excellence can be achieved.

In the rapidly changing markets, increasing customer requirements, and scarce resources (budget, time, skilled workers, …), it is essential to analyze and standardize the sales processes where possible and simultaneously increase flexibility in customer processing. The result: The right customers are looked after by your sales experts (effectively) and appropriately (efficiently).

Here, the support and advice from teamkairos with our holistic approach can provide the decisive impetus to take your sales to the next level in the direction of sales excellence.

  • A vision that the company would like to achieve with the sales department is formulated as a target image
  • The company and the sales department have a recognizable identity (we are the ones who …)
  • “Smart” goals are defined, and they are known to everyone in sales
  • The sales strategy describes the path to the goals and is related to the vision
  • The sales structure is clear and, at the same time, flexibly adaptable to market situations
  • The management of the sales department is more transformational than transactional
  • The sales department sees itself as a continuously learning organization and develops through regular sales training
  • A well-maintained CRM system forms the heart of all planning, campaigns and analyzes

Strategy
Implementation

“Strategy means first turning the idea into a plan. Winners implement this too!”

Of course you have developed a strategy for your company or your department. But are the executives and affected people so involved that this strategy has become their own strategy and that of their employees? This is one of the things that distinguish high-performance organizations from others.

Use our experience and methods to design the necessary development processes in a way that they can be effectively anchored in your organization. Our consulting process focuses on its feasibility and the needs of the people involved. It is of secondary importance what size your company is.

  • You need methodical support in your mission statement or strategy development process.
  • You would like advice in the form of a sparring partner who questions you and the already established strategy, organization, and processes.
  • You would like to be advised and supported professionally and objectively in the development and implementation of, for example, your cultural development, your transformation process, or the sales strategy.
  • Create clarity about goals, content, and vision.
  • Involve those affected at all levels in the right and appropriate way.
  • Generate inspiration and motivation among employees.
  • Reveal implementation barriers and remove them.
  • Develop your company effectively and efficiently and make good use of scarce resources.

Culture and Organization

“Culture in organizations is what is happening in it and how it is experienced.”

New forms of cooperation, digitization, changing expectations, and four generations that come together at the workplace – all of this demands an analysis of the current culture and a comparison of how it (still) fits the future challenges. The then usually imminent transformation to a culture with which companies can become sustainable high-performance organizations can only be achieved gradually and with targeted measures and goals.

Corporate culture can be felt and experienced within a company and from third parties. It usually develops unconsciously and was potentially shaped by personalities who may not have worked at the company for a long time and by sociological framework conditions such as the market environment, the region, etc. It shows in behavior and its characteristics, habits, processes, and rules as well as “we’ve always done it this way”.

We are happy to advise you on the necessary process steps and implement them together with you – from the cultural analysis to the target definition and implementation of the necessary measures and tools. We work with you and your employees on attitude, mindset, professional communication and sustainable implementation. Future Leadership and the New Work concept as a basic understanding are good, recommendable guidelines for us.

  • High-performance organizations ensure that they survive as functioning systems in a turbulent, often “hostile” environment
  • They demonstrate the ability to survive and progress
  • They develop the ability to transform themselves
  • They show permanently and over a period of several years that they achieve a performance that is higher than the one of a comparison group
  • They have recognized for themselves what exactly they are doing better than others and are developing this knowledge and the corresponding methods more and more deeply

The above-mentioned points give an initial indication of which starting points we will examine and work on together with you in a guided transformation process during your development into a high-performance organization.

The effects of digitization on the economy and society are becoming noticeable at an increasingly faster rate. Digitization is an opportunity and a challenge at the same time. There are new possibilities, but at the same time, organizations have to change themselves profoundly, which is always fraught with risk. We are seeing more and more often that the effects and requirements of digitization go far beyond pure technology procurement and IT use. It is important to look at digitization from a holistic perspective. Strategy, structure, culture, leadership, and competencies are put to the test in order to be able to successfully implement digital change. The success of digitization depends on the people affected, how they are integrated and inspired by the change.

High-Performance Teams

“Team means creating high performance with diversity – together everyone achieves more.”

On the one hand, today’s diverse forms of cooperation offer a lot of freedom. On the other hand, it requires increasing flexibility from employees. They have to come together to form teams for constantly changing tasks and different projects. There is a lot of effective potential for more success and performance in daily interaction and cooperation, but there are also dangers for demotivation, idle power, and failure.

With the Future Leadership approach, it becomes all the more important that the management team understands itself as such. In developing the management team into a high-performance team, special know-how and tools developed in-house help so that a management group can use new forms of communication to work on important topics and decisions for a common understanding of leadership.

Find out with teamkairos what hinders and motivates team members to bring their skills and knowledge into the team. We confront the team members with their behavior, reflect on team’s processes, and create clarity in relationships and communication. This is how we solve any problems in the team, sustainably strengthen motivation, and promote success.

  • Clarify priorities and responsibilities
  • In-depth knowledge of team dynamics and roles
  • Building trust among each other
  • Formation and strengthening of a shared team identity and team spirit
  • Recognizing and contributing one’s own skills and knowledge
  • Refreshing enthusiasm, motivation, and energy
  • Activation of the self-commitment of the individual team members
  • Focus on goals and results
  • Increase in the performance, effectiveness, and efficiency of team members
  • Cost reduction through optimized work processes and coordination in the team or by teams
  • Improved ability to adapt and react to changed requirements due to internal or external influences
  • Reducing conflicts or learning tools for successful conflict management and conflict resolution

Personal
Development

“You always decide for yourself whether you are the brake or the engine of your life!”

It pays, not only as a manager to strengthen your own presence and impact. The effect of our actions is shown by the behavior perceived by others and is determined on the following three levels:

  • WHAT (content level): knowledge and skills
  • HOW (behavioral level): methods, procedures, and attitude
  • WHY (personal level): interests, needs, and values

Only through “self-conscious” action on all three levels can people really reach other people and convey the effect they want to achieve. Our own personality helps or prevents us from coping with the demands and circumstances in the working environment.

Our specifically designed personal development measures, either as individual and team coachings as well as workshops, are based on the following topics, amongst others:

  • Constructive communication
  • Empathy
  • Conversation in critical situations
  • Conflict management
  • Self and time management
  • Rhetoric
  • Appearance and effect

Working on your personality is not an easy task. It requires the conscious questioning of current behavior and one’s own thoughts and feelings. In coaching, we use targeted questions and interventions to help strengthen self-reflection, gain self-knowledge and find your own solutions to personal questions. In consulting and training measures, we also deliberately allow and address personal questions in order to support desired developments.

In many cases, we recommend using proven diagnostic tools such as INSIGHTS MDI® and Transfer Strength Analysis (Transferstärke-Analyse®) for support and more intensive and more targeted work.

  • A reflected self- and external perception
  • Emotional empathy
  • Increased self-confidence
  • Improved conflict management
  • Being able to get involved or isolate themselves better according to the situation
  • Increased mindfulness and greater influence on your own “inner autopilot”
  • A confident, self-determined appearance and work

Education Management

“Teaching is free – leadership in educational contexts is a special kind of challenge.”

  • Pedagogical employees enjoy pedagogical freedom and live it, too – the right to issue instructions is severely limited. At the same time, the possibility of recognizing special commitment is rather limited
  • Management has to implement the decisions of the governing bodies – even if they are directed against their own ideas
  • Educational contexts enjoy a high level of public attention and a high degree of participation even at the lowest levels
  • Executives experience a high to the extreme scarcity of resources, both at the employee and at the management level. The requirements in terms of quality and quantity are not reduced but rather increased
  • A special employment relationship that offers more security and less mobility and independence at the same time
  • … to lead with words and personality – and less using power
  • … to find the sensible way between often politically motivated guidelines and the real feasibility in your own system
  • … to give employees who live out their lives and contribute their personality, again and again, a framework and at the same time to appreciate them and to fulfill the educational mission
  • … to experience an overall responsibility and at the same time to be dependent on the decisions of individual conference bodies
  • … to cope with the slowness of the system
  • … to be regularly confronted with the requests of the system members outside of regular working hours and to translate this into “trusting” cooperation
  • Reflection and development of your own “inner attitude”
  • Development of the self-regulation strengths
  • Obtaining clarity about your own role and your own mission
  • Strengthening role awareness – and your own expectations, hopes, and desires
  • Finding balance and meaning in one’s own work-life
  • Recognizing your own scope
  • Develop comprehensive personal communication skills for the specific environment
  • … and of course, a lot of methodological competence and background knowledge
  • In advanced training courses at the state institutes
  • In projects of ministries of education, school authorities and school-related associations
  • In team development training and conflict mediation for school management teams
  • In individual coaching