Setting up a company-wide digital strategy
Top & Middle Management
Preparing your factory for Industry 4.0
Team Leaders & Middle Management
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You know what they are. From soft-skills (think: communication) and hard-skills development (e.g. sales closing techniques) to concept-based educational events (digital transformation, for example), we've got you covered.
Professional Team Buildings
Both educational and fun. We achieve what can not be done in (shorter) workshops: a deeper dive in the selected topic, lots of interactive work, subtle work on employees' relationships, and a meaningful change in attitudes (toward work, self, organisation).
Someone smart comes and talks about smart things. Our speakers' area of expertise cover organisational (digital) culture, transformational learning, bridging the gap between top and middle management, Futures and forecasting, society 5.0,
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What we essentially do is help companies evolve their ability to learn on both organisation as well as on individual levels.
Learning to learn is an evergreen hot topic for us. Why? Because "the way we learn is the way we live" (David Kolb), and "the way one does something is the way they do everything" (Cameron Shayne).
Our contribution to the science of organisational learning is the concept of Discovery-based learning. A discovery is the pinnacle moment we strive for in designing both our products and our events. A discovery is something the participants arrive at. It's not created and in itself does not require innovative or creative thinking. The thinking part is required at the stages of strategy, planning and execution (the learning path that we design), but the discovery is recognised once uncovered.
A great and widely known example is Columbus' discovery of the Americas. He didn't create America (if we just stick to the moment of discovery and not engage in thinking about the increasingly infamous societal consequences).
A discovery is a learning moment that transforms everybody involved, and the organisation is the beneficiary.
A learning group (could be middle managers, team leaders or talents) arriving at a discovery becomes bound by the achievement, connected in a capacity that goes beyond typical team buildings' activities.
A radical discovery results in a profound change. Examples of such a change have been:
Excited by Discovery-based learning? We've detailed our methods and techniques in the Imagine This book, published by Rollespielsakademiet from Copenhagen, Denmark in 2018. And added 10 fully illustrated case studies.
Some highlights from the book are available in the Knowledge section of our website.
Intesa Sanpaolo Bank
"A job well done! My experience working with you and your team was extraordinary. Serious/business games are fantastic motivators for moving borders in our heads. The shared positive experience of participants, present at the event, still echoes."
~ Digital Shift
CE of Marketing and Corporate Communication sector at Intesa Sanpaolo
"Hands down for your ability to 'scan' our situation and challenges. The feedback from the participants is largely positive. I can summarise it in:
- through the game we managed to establish common challenges and goals,
- extraordinary work in dynamically formed groups,
- we should tackle more problems and challenges this way."
~ Dust Over Assling City
Member of Executive Board at Talum d.d
"A fantastically executed event, very pleased. Only rarely do we have the joy of coworking with such a professional team... really!"
~ Bespoke event; merger of Generali and Adriatic Slovenica
CE of Sales at Generali