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Research and Development

We Bring Something New into the World!

In our work of coaching, training and consulting we often encounter inner contradictions with our customers. These are results of the increasing complexity that organizations and their members move through. A strong result orientation and deadline pressures allow very little time for reflection; simple solutions are preferred.

We call these internal contradictions “blind spots”. They are work-relevant factors that are systematically oppressed and invite our curiosity exactly because of this. They have been and are the starting points of our original research and development that brings a bit of innovation into the world. Here are our four most interesting “blind spots”.

We act as if virtual collaboration is normal.

Even though many work processes are virtual, teams and leaders are seldom supported sufficiently to develop the necessary competences in this area. Beyond this, the advantages of collaboration across a distance rarely become tangible, let alone do we learn how to employ it in a structured manner and which success parameters can be used as evidence.

Learn more about our research in this area and the practical solutions that will also enhance your own practice.

Feedback is the central form of informal learning but nobody really learns it.

Two facts:
• Diversity can only be used if addressed properly.
• The major part of learning in organizations is informal.
Both elements combined highlight that we can only turn diversity into an advantage if we give each other feedback about the relevant differences in our work practice. To our astonishment, feedback in international contexts was hardly researched until we changed that.

Learn more about our research in this area and the practical solutions that will also enhance your own practice.

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Employees spend most of their working time in meetings, but nobody checks or develops their quality.

People increasingly spend more and more of their working time in “meetings”, virtually or face-to-face. In this process, neither quality nor efficiency is tested or developed further. Together with customers, we have determined and implemented the crucial influencing factors to improve any meeting.

Learn more about our research in this area and the practical solutions that will also enhance your own practice.

Research identifies humor as a central factor for employee engagement, but we are not consciously using it to that end.

In international contexts humor often is the “elephant in the room”. Everybody knows it is a crucial motivation factor in collaboration, but all have, especially in intercultural contexts, diverse perspectives on it. It is thus rarely addressed, let alone consciously employed.

Learn more about our research in this area and the practical solutions that will also enhance your own practice.

Curious to learn what is around the next bend?
We look forward to your contact!

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