Organizations are frequently challenged by changing circumstances. This makes the capacity to see change as an opportunity and to take an active part in shaping it – and consequently to provide for adequate qualification of managers and employees – an essential part of sustainable business success.


The ability to deal proactively and constructively with change is becoming increasingly important. This is true regarding both concrete change projects as well as the increasingly dynamic core business. In view of this, participants in change qualification courses can look forward to deepening their acquaintance with a wide variety of aspects:

  • Development of a common language with regard to change
  • Methodological, process-related and role-related competence
  • Beneficial development of personal attitudes
  • High levels of interaction – do more, talk less
  • Making space for networking between participants
  • Working on concrete cases, from real life for real life


We design tailor-made qualification concepts and implement them via a comprehensive range of proven formats, taking our clients’ specific requirements and framework conditions into account. Our consultants and trainers have many years of expertise in complex transformation processes. We are equally at home with both agile and classical approaches and methods including blended learning. In the latter case, for instance, this could amount to 75% attendance training and 25% digital learning units.

Rigid training content makes no sense in a dynamic working world. Our training courses are constantly being enriched with new methods, subject areas and our experience gained in the consulting business.


Are you contemplating booking one of our proven training courses? Or maybe joining forces with us to co-design a tailor-made concept? Whatever you decide: You will always benefit from relevant and effective content that meets your requirements, i.e. those of your managers and employees. Join our trainers, facilitators, consultants and coaches at the cutting edge.


We design our change qualification programmes based on both classical and agile principles. The following essentials are always part of them:

Client Orientation Meets Programme Development

When we develop our programmes, the most important thing is to create a ‘product’ that meets the requirements of the client as well as the actual needs of those who will be taking part. In order to integrate as many viewpoints as possible into the concept, we often work with a design team, i.e. a small team consisting of prospective participants.

Co-Creation Meets Concept

Experience shows: The most effective concepts are those that we develop together with our clients. This entails developing concepts in a co-creative way in sprints or longish workshop sessions.

Iteration Meets Prototyping

We use prototyping and an iterative approach in concept design, i.e. we steadily improve products and concepts until the desired result is achieved. This means conducting pilot training courses as early as possible in the conception phase so the resulting concepts can be tested and then improved on the basis of the feedback.

Experience Meets Innovation

We have many years of expertise in facilitating complex change processes and designing qualification courses and training formats. Together with our clients, we combine this with innovative analogue and digital learning formats to develop client-oriented, innovative and at the same time thoroughly sound change qualification courses.

Contact us

Mirjam Rieger loves and lives diversity and ensures collaboration and productivity in the most diverse contexts.

Mirjam Rieger


+49.228-25 90 85.17



You yourself are your most important tool

Together with our clients, we develop individual qualification concepts that can be embedded in a larger transformation project or used to impart basic skills. The focus is placed on specific points to fulfil current requirements. As an example, here is a rough draft for a Change Basic Qualification course:

Modul 1 (2 Days):

  • Attitudes and roles in change processes (House of Change, change curve, typical change-related terms, change-related roles, my own role in a change process, reflection on personal change-related experiences)
  • Digital Elements (case clinics and Colours of Change)

Modul 2 (2 Days):

  • Communication and planning of workshops etc. (communication on an individual level, change communication, professional planning of events, agile cooperation methods)
  • Digital elements (impulse: language awareness)

Modul 3 (2 Days):

  • Team dynamics and cooperation (team phases, control elements in change, agile vs. classical change management, monitoring and feedback, reflection and transfer of what has been learned)
  • Digital Elements (reflection in buddy group and transfer)

DThis basic qualification can be supplemented by an advanced qualification. This is aimed at executives, change managers and coaches who are already familiar with the basic methods used in change processes. The focus is on the personal development of the participants as well as more in-depth reflection about their own attitudes.

„The guiding principle for all our change qualification courses and the basis of all conceptual thinking is: “You yourself are your most important tool.”


3 modules, 3 main topics, 3 very different experiences

Depending on the needs of our clients, we provide for either standard qualification or individual training in matters of change. The „Change Advanced Program“ is a standard qualification. It promotes methodological, process and personal competence in the facilitation of change processes. The focus is on experiencing the effects of and reflecting on models, theories and one’s own attitude. The programme is designed for managers who are affected by a change process as well as organizational developers, project managers and consultants who wish to enhance their skills.

Modul 1 (3 Days)

  • Introduction to the collective process, work in the dimensions of self-management / attitude, change within the system and change of the system on the basis of various theories and models, e.g. the integral model.

Modul 2 (4 Days)

  • Illustration of the content by means of practical examples during a one-day ‘learning journey’ (Berlin, Cologne or Hamburg), intensive exchange and reflection within the group based on practical case studies, expansion of the participant’s own set of models and methods (e.g. Theory U and organizational constellations).

Modul 3 (3 Days)

  • Application of the preceding content to one’s own professional change environment, roles and the associated scope for action, addition of models for change-related work.

Benefits for the Participants

  • Intensive examination of the topic of change with regard to attitudes and methods
  • Creation of a sense of trust and openness in the group for a productive working atmosphere
  • Access to tried and tested practical knowledge through trainers who are also active as consultants in transformation processes
  • Sustainable anchoring of the content thanks to a high proportion of practice and reflection
  • In-depth individual development


The qualification of managers plays a major role in change processes because managers face a double challenge: They shape the process and are at the same time affected by it. A common methodology and an understanding of change and communication are developed by means of tailor-made qualification workshops. Participants are empowered to take on tasks in change processes as independent agents.

To ensure that change processes are implemented in a sustainable manner, an understanding of change should be established and disseminated both horizontally and vertically. It has proved beneficial in such circumstances to train so-called ‘change agents’. These can be employees with or without management responsibility who are recruited from the entire organization. Change agents work on change initiatives as the situation requires, contributing a good understanding of the needs of the employees concerned. Their training provides them with methods for registering feedback from members of the organization and passing it on to appropriate recipients.