Personnel and Organizational Development

In terms of our approach, personnel development and organizational change are two very close linked concepts in human resource management. Personnel development covers specific actions designed to improve and extend the skills, knowledge and competencies of employees and managers in a company. The goal is to promote the individual performance and potential of employees and therefore also to improve the performance of the company. Organizational development, on the other hand, deals with the development and change of organizational structures, work processes, workflows and the culture in a company. It focuses on shaping working conditions and the work environment in a way that improves the company's effectiveness and efficiency in a measurable way. Organizational development often includes the analysis and improvement of work processes and procedures, the improvement of cooperation within departments and the promotion of a positive corporate culture.


Training of staff

As an integrated part of personnel development, the method of training is to provide people with specific skills and knowledge in order to improve their performance on the job. Training as we think of it is always highly experienced based, with the goal of making a sustainable difference in the mind of the participants.

Our approach of pragmatic implementation

Only by using the experiential learning approach our philosophy is that learning takes place best by hands-on experience. Rather than theoretical knowledge, which usually comes from books, lectures, or other sources, experiential learning refers to doing things in practice, trying things out, making mistakes, and learning from the experience.

Experiential learning is an effective approach to developing skills such as leadership, how to think critically, problem-solving skills, teamwork, and creativity. It allows participants to understand their strengths and weaknesses by learning and making experiments in a safe environment. Reflecting on experiences provides opportunities to receive feedback, generate insights, and reinforce learning.

The goal is basically to improve professional knowledge, increase competencies in specific areas, boost social skills, or even improve technical skills. Through a training, employees should be able to perform better and more efficiently their duties, as well as simply enjoy a high level of job satisfaction!

The implementation of a training "not off the shelf" requires a careful preparation in cooperation with the client regarding the goal, target group, learning preference, method and outcome. The trainings can be implemented externally by us or in "train the trainer" via internal staff or department resources.

Personal training

Our trainings have the following focus (expertise):

  • This training is related to shaping and managing the work with employees in an organization. It is about ensuring successful collaboration within the team and motivating employees in their work in order to achieve the company's goals together. Our approach is a very strong, person-centric approach in dealing with people in dialogue. The own personality in the context of the leadership role and related behaviors in regular communication must be reflected and authentically aligned. The objective is to present an authentic character as a leader for better employee motivation and the promotion of teamwork and cooperation. As an executive, how can I influence the development of employees without any activism in terms of HR development and limited budgets?

    Successful people management requires a high level of emotional intelligence, empathy and communication skills. Leaders must be able to understand their employees and meet their needs in order to motivate and engage them. At the same time, they must communicate clear expectations to employees and make difficult decisions when necessary. Modern HR leadership also goes beyond traditional tasks by promoting a positive culture and involving employees in decision-making. It's about creating an environment that supports innovation, collaboration and creativity to ensure long-term success for the organization and its employees. In this training, the basics of this are provided and developed on a customized base.

    Target group: Managers
    Duration: 2 x 2 days.


Executive Coaching

Coaching focuses on a type of person development in which a coach supports an individual or team to achieve their set goals and improve their skills. The objective of coaching is to improve the coachee's performance, well-being and overall potential. In the coaching process, we work with the coachee to identify their goals and develop a plan to achieve those goals. Many issues are used to reach the goal based on an adept monitoring of reactions and answers, including direct feedback and guidance to expand prospects for new ways of doing things. The focus of coaching is on the individual development and growth of the coachee.

Scope of Practise:

  1. In personal development at work and in career development
  2. in the management of business challenges and in leading with responsibility
  3. in teams and groups in improving their teamwork.

The success of our coaching is based on creating a safe space where the coachee can feel comfortable and the freedom to open up and learn. We are not only good listeners with empathy and understanding, but also with solid professional experience also as executives.

Executive coaching


Unconventional business consulting simply relates to our method of consulting, which is different from traditional business consulting models. Different from traditional methods, which often focus on using proven methods (evidence) and best practices, unconventional management consulting focuses on creative solutions and innovative ways to help companies solve their problems. We focus on the needs and requirements of clients and look for solutions that meet their specific needs rather than a strict set of methods.

We bring together experts from different backgrounds and professional skills in order to find innovative solutions. We work independent from traditional consulting firms, bringing fresh new outlook to your organization. Your benefit: If you are facing challenges that require a new way of thinking and traditional solutions are no longer sufficient to solve problems.


What we do:

  • As an example, the outsourcing of payroll and related processes to a third-party provider has been made wrong in recent years! Lack of expertise in the operational implementation of a payroll, but also strong sales talent of the third-party providers have caused many Organizations to make wrong decisions! Third-party providers are usually specialized companies that provide payroll services on behalf of another company or organization.

    Outsourcing a payroll service to a provider offers a variety of benefits, including reducing costs and improving operational efficiency. By outsourcing payroll, companies can focus their internal resources on other strategic tasks while the service provider handles payroll and ensures that it is performed compliant with relevant law and regulations. A service provider may also have specialized expertise and technology that a company may not have. This can help improve Payroll accounting operations' overall level of efficiency as well as avoid any potential errors or non-compliances.

    Another benefit of outsourcing payroll is flexibility. Because companies can use their services as needed, it's easier to respond to changes in staffing needs or payroll requirements. So far as the ideal, which is certainly what a third-party vendor would also state in their sales brochure.

    However, the overall view also has proven disadvantages, such as the loss of direct control over payroll, flexibility in the payroll period, dependency on an external service provider and, last but not least, increased costs! The prominent costs per payroll are always associated with hidden costs in the context of further services and benefits, which are not always visible even in a complex set of agreements. There is no "0:1" or "black / white" but we support organizations on this path of outsourcing or professionalizing their own resources not only in payroll.

  • In our role and responsibility as HR Advisory Board, we are an expert advisor on HR issues based on our professional standing and experience from various industries. We have specific skills and background in recruitment, Employer Brand Positioning, Human Resource Management, People Development, Talent Management and other relevant HR topics. Our role is to provide strategic support and advice to the company's management. The HR Advisory Board makes specific recommendations and provides implementation-oriented guidance to improve HR operations, optimize work processes, increase employee satisfaction and motivation, and find and retain talents. Based on our experience, the establishment of an HR Advisory Board at an early stage can be very useful for organizations, because it brings in a valuable external focus, with relevant professional practical knowledge.