Redeem the potential

We help our clients identify their commercial and management potential, develop the right solutions and ensure effective implementation to produce the desired results.

Business development focusing on effective and correct implementation brings the corporate strategy into play. This means that all requirements for management, development, culture and behaviour are derived from the ambitions the company has for itself, its clients, employees and other major stakeholders.

We have three main priority areas:

  • Strategy development– from data analysis to execution plans and strategic skills training. ​
  • Strategy execution– for companies that want their strategy to live and breathe in reality.​
  • Training and development of managers – in both strategic and basic skills.

Strategy – development and execution

Companies are exposed to constant changes, which can sneak in gradually in step with general developments. But the changes can also come suddenly and with extreme force.

Strategy is about taking control and making conscious decisions one way or the other. In a strategy process, we set our direction, define our ambitions and set goals. We describe the most appropriate way forward and define the actions we need to take.

Then there is no doubt about what has to happen for us to reach our goals.

The strategy process comprises three core elements:

  • Analysis
  • Development
  • Implementation

In the analysis phase, we start from the company’s culture, the sector it operates in and the specific mechanisms that are in play. But we are also inspired by what has been successful in other industries.

In the development phase, the focus is on prioritising, then choosing and defining the strategy.

In the implementation phase, we work from the finished plan with regular follow-up and tighter focus.

Management development

Unleash your potential and strengthen your business with training in strategic and basic competences

For us, management and organisational development is about unleashing the potential in the individual manager and the team in order to benefit the business.

We believe that strong management is one of the essential requirements for success and better results, so we believe in continuous development and training.

Most industries are exposed to constant pressure from outside. This naturally affects the management and the skills they need.

That’s why management development should be an ongoing process, which becomes especially relevant when the company’s future strategy is drawn up. New goals and ambitions call for new ways of doing things, and here the abilities of the managers play a crucial role.

Skills development among employees

The corporate strategy has to be implemented and executed by people. That is why we need to be aware that a new strategy can raise a need for skills development.

The problem is generally recognised, but still the need for training and building up employees’ skills is often overlooked.

This can result in poor results and dissatisfaction within the organisation.

“The managers of tomorrow have to be developed so managers at all levels are qualified to tackle tomorrow’s challenges.”

Analysis, development and buy-in

We help to map out the skills required by new strategic priority areas – and then plan how these are to be developed. This increases the likelihood of success and makes for committed employees.

We create learning by the use of tried-and-tested and innovative methods and active involvement of the participants in organisational change. We adapt the management process to the situation and challenges facing the company, and we find the right learning style to produce motivation, development and buy-in from the participants.

The result is stronger teams, individual development and enhanced management skills in the organisation.

Our results in management development

We have run a number of development programmes focused on changing both the individual manager and the team.

We have succeeded in:

  • creating a conscious and active management culture
  • creating an open and curious management team
  • making management inspiring
  • building strong teams of dedicated employees
  • promoting synergies in the interaction between managers
  • creating a sense of urgency, so the managers take ownership of problems.

The elements of the development programme will be adapted and may be a combination of both strategic and fundamental skills.

These include:

  • Management development – for the individual and the team as a whole
  • Academies and talent development
  • Culture
  • Executive coaching
  • Situation-based management
  • Distance management
  • Sales management
  • Personal effectiveness

It pays to invest in management development. This is documented in a Danish study which found, among other things, that:

Among companies with a strong focus on management development:

  • 39% had a profit margin of over 10%.
  • 29% were highly effective.
  • 87% had high or very high staff satisfaction.

Among companies with a weak focus on management development:

  • 22% had a profit margin of over 10%.
  • 10% were highly effective.
  • 34% had high or very high staff satisfaction.

The figures speak for themselves. Companies that focus on management development do noticeably better than those that don’t.

Want to know more about how we can help your company with management development? Don’t hesitate to contact us for an informal discussion.

Do you want more information?
Please contact Jens Münter.