The most important facts

Think future. Design future. In the Whole System.

Your organisation’s future is the centre of attention.
If you think about the future of your organisation, which pictures do you have in mind?? Do these pictures differ from the ones that your colleagues have? What do your clients think? What rules the market? Is your organisation in a competitive situation? The desired future only succeeds if everyone faces the same picture of future, the future of your organisation. In the whole system.

As our experiences show, structure, culture and strategy are the main issues, people are concerned about. Dialogs that cross borders are the key to succeed, especially if you want to initiate change that involves all participants. The integration of structure, culture and strategy is on the one hand a constant challenge but on the other hand it is the key to make changing processes possible.

Our commitment to urgency
We corporately produce the needed amount of urgency and relevance with our clients in the process of consulting. It is a waist of money and time to create a developing and changing process that is not wanted by anyone. On the contrary, a verified urgency permits a fast and obligatory realisation throughout all participants.

Our commitment to participation
Consistent participation means to get a whole, open system or cross-sections of the system (for example of a large organisation) into the same room.
Three of our most important projects were that we assisted in the merger of ARAL and BP in Germany as well as we assisted in the merger of Deutsche Post and DHL. And we cooperated with the Linde-Konzern and helped them to form an IT service unit.

Our commitment to confidence
The confidence in your own organisation is a basic requirement. In teamwork we assume that you do your best and that you mention and discuss relevant subjects at the right moment.

Our commitment to neutrality
The Kommunikationslotsen are not part of the system. That is the only way for us to keep the organisation’s integrity in difficult stages. That is how we can create a new dialog culture in which people listen to each other and see new possibilities.

You successfully work with the Kommunikationslotsen if
… Your organisation merges;

… Departments or single persons need to quickly and well directed be integrated or positioned.

… You would like to initiate a dialog in which people see the bigger picture, an urgent redefinition or a renewal in your work environment.

… Your aim is to corporately plan future with everyone or at least most of the people that work in your organisation and its environment.

…You would like to do first steps towards a new process.

… You would like to develop an identity and a strategic direction in your business, your organisation or your city.

… You already developed an identity or a strategic direction and you are not satisfied with the realisation.

… You would like to initiate trainings considering management and leadership competences in your own environment or in particular groups.