Advanced training for companies
Qualification Professional advanced training Organization development Commissioned work
We help in increasing your success with our trainings. Depending on the initial situation and objectives, tried and tested training modules related to company training are available to you. We would also be happy to develop a solution tailored to your company – e.g. for change management processes.
We conduct our seminars according to the requirements in your company or in our seminar center in Leipzig. We would be happy to inform you personally about effective consulting and training in the form of seminars, training and coaching.
Qualification / professional development
You tell us the challenge you want to overcome and we will take care of the solution.
We ensure entrepreneurial success by purposefully increasing the social-interactive and communicative performance of employees and managers. As your “Soft skill Performance Manager”, we see ourselves as experts for successful and sustainable training. With our training method, soft skills with a focus on personality traits such as empathy, charisma, persuasiveness, self-confidence, etc. are implemented in the behavior of the participants and anchored in a sustainable manner through their sense of well-being.
For example, do you want
- to improve your communication and presentation skills?
- to increase service quality and customer satisfaction?
- to optimize the handling of complaints?
- to achieve higher sales volumes?
- to acquire more leadership skills?
- to improve training and education quality?
- to ensure a more target-oriented mode of operation?
- to optimize processes, work organization or cooperation?
- to achieve your goals in change management processes?
Then we offer you the appropriate training solutions.
Communication as the basis of every improvement.
The development of communication skills develops personal competencies, for operational cooperation, for increasing customer satisfaction or service figures or for more professionalism and thus satisfaction in one’s own job. With the help of creative practical units, we convey the ability to use communication psychological basics directly on the phone, in face-2-face contact as well as in writing in a goal-oriented and successful way as (non)-verbal and emotional instruments.
- Communication models
- Verbal and non-verbal communication
- Perception types
- Conversation and questioning techniques
- Conversation phases and their features (welcome, solution, final phase etc.)
- Special features of telecommunication
- Communication in service
- Professional complaint management
- Analysis of the discussions and results (defining the main levers)
- Workshop with theory part (individual learning units)
- Practical coaching in direct daily business with the support of the trainer
- Deferred ComeBack-Days (monitoring learning success and ensuring sustainability)
Suitable for: all employees of all hierarchical levels and professions.
Organizational development refers to the strategy of planned and systematic change, which is achieved by influencing the organizational structure, corporate culture and individual behavior. All affected employees should be involved as much as possible .
The two most common approaches to implementing corporate change are briefly outlined below: The top-down approach develops the change process from top to bottom. It starts with the top management level, which develops its ideas about the company’s development in the form of goals and implementation strategies and passes these on to the organization for implementation. Such an approach to change, which has the approval of top management from the outset, is easier to control, but it blurs the view of middle management in the worst case scenario and can fail due to resistance from employees. As a counterpart, the bottom-up approach starts with the lowest level of the hierarchy, who formulate their own ideas and their own concepts of change. This enables practical ideas to be developed without excessive expectations of their implementation. The weak point of this approach is the lack of insight of this level into cross-company interrelationships; in addition, structural difficulties can arise during implementation .
In order to combine the advantages of both approaches, we proceed according to the counter-current principle. The change process starts at the management level in this case too, where the overriding goals are formulated. However, these are to be regarded as provisional and are broken down into sub-goals, evaluated and put into concrete terms at the subordinate level. In this way, the operational perspective is incorporated into the change process. These adjustments and suggestions for improvement go back to the management level and are reviewed and coordinated there. The procedure requires a clear communication culture within the company, which we promote and establish within the framework of the organizational development that we support. The time-delayed combination of a top-down and bottom-up approach makes it possible to integrate the drivers of both approaches: Role model effect from the top and participation from the bottom.
 Schewe, G.: Organization development, article in Gabler Wirtschaftslexikon, Version 267246 https://wirtschaftslexikon.gabler.de/definition/organisationsentwicklung-43924/version-267246
 Hofmann, H., Poltermann, A. (2017): Bottom-up organization development Handbook on support for vocational rehabilitation facilities, pages 9-10. (online https://www.f-bb.de/fileadmin/PAUA_Materialien/7_PAUA_Organisationsentwicklung_bottom_up_01-min.pdf [access: 12/08/19])
Other views on your organization.
For optimal results, we analyze the initial situation in advance, acquire company-specific and specialist knowledge and then define the goals to be achieved together with you. The analysis consists of two main parts:
- Primary analysis: The first analysis step takes place on site. The focus is on the organizational form, stakeholders, resources, distribution of tasks, etc. Through the targeted deployment of several SPM-2000 trainers (project managers), we combine different perspectives and questions.
- Secondary analysis: The second analysis step can be done virtually. The focus is on all relevant and accompanying KPIs, including their long-term and short-term development and interactions.