You would like to know which current understanding of leadership and values is lived by Generation Y (born 1980 - 1994). You ask yourself which interventions are needed to strengthen the common leadership culture and to develop effective leadership competences in your company.

Systematic survey of leadership competencies and culture using participative feedback workshops or well-founded questionnaires. The resulting findings provide a fact-based foundation for the content design and methodical implementation of the customised leadership programme. The individually defined development goals are ensured in coaching sessions and workshops. For the sustainable further development and internalisation of the leadership programme, a Train-the-Trainer is conducted.

Establish a common leadership culture in your company, which falls across all hierarchical levels. Ensure professionalization in the leadership area as a fundamental tool for achieving the company's goals. Reduce turnover and increase the engagement of Generation Y leaders.

You want to sustainably improve communication and cooperation in cross-generational teams. Identify and resolve conflicts and disagreements at an early stage. Develop your teams in a measurable and targeted way in the direction of high-performing teams and make a targeted contribution to the company's success.

Strengthen psychological reliability (respect, trust, and appreciation) in your (leadership) teams and promote cross-generational knowledge transfer. Based on our competency model, the most important future skills are promoted in effective trainings. In a mixture of well-founded knowledge inputs, the latest studies, as well as innovative workshop formats, team members’ competencies and methods are developed in a meaningful way.

Establishment of psychological reliability (trust, respect, and appreciation) within diverse teams to improve cooperation skills as well as performance improvement. The focus is on using the diversity of generations as a strength and intensifying the exchange of knowledge.

You ask yourself how you can establish a corporate culture that is attractive to Generation Z and Y and meets their needs and values.

You find it difficult to initiate and professionally manage these complex and holistic cultural development processes on your own. You are looking for an implementable strategy that drives the cultural change in your company and ensures that the younger generation can identify with the company.

Question existing cultural aspects, processes and structures with the involvement of top management and assess the Actual-State of the lived culture through systemic group discussions, individual discussions and questionnaires. Use the findings from our in-depth studies with the target group and develop an implementable, strategic roadmap for the development of a future-oriented corporate culture together with us.

Conclude the project with a successfully initiated and implemented cultural strategy. Install a steering structure and ensure through a train the trainer that the cross-disciplinary cultural development is driven forward internally in a sustainable way.

You ask yourself which organisational and structural measures make sense so that Generation Z & Alpha feel comfortable at work. It is also important to you to support this target group with effective interventions so that they go through their everyday working life balanced and strengthened.

Analyze the current state of apprentices and young professionals in terms of job satisfaction, to benchmark with our internal studies. Based on this, develop customized interventions and workshops. Together with our dynamic coaches close to the target group, initiate and drive further development.

Better understand apprentices and their needs within the company and based on this, use this as a basis for developing tailored interventions to sustainably retain and develop this target group. Reduce apprenticeship contract terminations and apprenticeship dropouts within your company.