For You

Client: German medium-sized company
4600 employees
Participants: 150
Period: 2020-2021
Contact: Thomas Huber

Description:
In the company, a new corporate Purpose was developed in a lively participation process.

Despite the pandemic, the challenge now is, of course, to make the Purpose relevant for the daily work not only of the executives, but of all employees of the company. The decision was clear: Now or never - and if now: then online! So ToChange got the order to create a concept for the implementation of 15 international online - workshops. At the same time, the implementation was to be the blueprint for how the executives themselves can make the Purpose known and "translate" it in similar workshops with their employees.

After intensive preparation, the first four events went very well! Result one: the topic is successfully conveyed in very intensive workshops; Result two: it becomes very clear what the individual areas are undertaking to get the topic into use; Result three: For the HR business partners who are also participating, it becomes very clear what change support is required in the current situation in the respective areas.

Client: Professional Association
850 individual and corporate members
Participants: 16
Period: 2020
Contact: Dr. Diana Astashenko

Description:
Planning and implementation of a complete strategy development cycle online.

For the internationally renowned professional association, a foreseeable loss of meaning in several areas leads to the need for a fundamental reorientation towards the future. Due to the pandemic, the board decides that the complete analysis and strategy development process with all 16 participants from the board and other know-how carriers should take place completely online. In a total of 6 half-day Zoom workshops with intensive tasks for preparation and follow-up, the new joint strategy is developed in just 3 months. The entire workshop work was carried out on the visual collaboration platform MURAL and on Zoom.

On this basis we wish an excellent start into partly profound changes.

ToChange leads strategy development in medium-sized research associations.

Client: German medium-sized company
4600 employees
Participants: 170
Period: 2020
Contact: Thomas Huber

Description:
Planning and facilitation of a leadership summit with 170 participants from over 10 nations in Schloss Krickenbeck.

The topic: "Purpose and Meaningfulness". With keynote speaker Morton Albaek, a wonderful representative of a philosophical understanding of consulting and change was on board and now recommended "the purpose of purpose" to all invited executives.

The subsequent panel discussion with the Board and employees and the following marketplace provided a deeper insight into the most important strategic initiatives and above all: comprehensive knowledge and greater understanding of the business units "next door".

The highlight of the evening: the gifted storyteller and Oscar winner Florian Henkel von Donnersmarck combined the "Purpose" as well as the "Corporate Values" developed and rolled out last year with his own experiences on the way to outstanding success - it was an evening of shining synapses! 
On the second day, the existing behavioural patterns and "attitude limits" were sounded out under the heading "Purpose and New Leadership". The previous day was still vibrating - the conversations were deep and brought people closer to the topic and each other - a moving start into the year 2020 and on the way to a - in every respect - better company!

Client: Municipality
1100 Employees
Participants: 30 - 800
Period 2018 -
Contact: Thomas Huber

Description:
A newly elected mayor takes over the future orientation and modernization of his city administration after 16 years of sleeping beauty. After team formation and the first 3 workshops, the 30-member strategy team creates the vision and strategic goals and plans to involve all employees. The one-day kick-off event with over 800 employees was a logistical masterpiece and a complete success. In 11 fields of action and around 30 lead projects, the consistent implementation of the future process is now underway.

Client: Franconian midsized town
20.000 inhabitants
Participants: 25 - 500
Period: 2017 -
Contact: Dr. Diana Astashenko

Description:
Exceptional project in a middle centre of Franconia with 20.000 inhabitants:
The mayor and the city council decide to develop and implement a cross-party future process for the city - beyond the next election period. In a mixed team with representatives of all parliamentary groups, the city administration and the citizens, an ambitious future strategy for 2030 is developed in an intensive strategy process. More than 25 projects will be implemented in cooperation with the citizens from spring 2019.

Client: German medium-sized business
400 employees
Participants: 30
Period: 2017 -
Contact: Thomas Huber

Description:
After a comprehensive strategy development process and after the first year of implementation, the second step is the structural adjustment of the organisation, which corresponds to the changed future prospects of the company: together with a large team representing a cross-section of the company, various options are discussed and worked out over a period of 2 days. In the end, managers and employees decide to gradually introduce a fundamental reorganization, some of which is self-organized. The introduction process takes place gently and step by step.

Client: German mid-sized business
300 employees
Participants: 25
Period: 2017 -
Contact: Dr. Diana Astashenko

Description:
Strategy development and implementation process with the management team of a medium-sized toolmaker in the handover phase of the management to the company successor. The aim was to plan and implement the further business orientation across all divisions and to counter the economic growth of the company through a broader distribution of responsibilities (establishment of an extended, strong management team) and corresponding organisational structures.

Client: German mid-sized business
600 employees in Europe
Participants: 20
Period: 2016-2018
Contact: Dr. Diana Astashenko

Description:
Strategy development and implementation in an overarching management team of a group of companies with the aim of shaping the future viability in a difficult market environment across segments and countries and to optimally coordinate and develop the very different business areas together.

Client: German mid-sized business
300 employees
Participants: 12
Period: 2017 -
Contact: Michael Wagner

Description:
With excellent company growth and excellent logistics performance, the challenge now lies in forming two new teams out of three logistics areas: the overall networked work must run smoother and more self-organized - decisions must be made directly on the basis of expertise, customer and situation competence.

This requires a fundamental change in attitude as well as the realignment of all internal logistics processes and roles.

ToChange leads and moderates the process - here primarily with a focus on attitude change and willingness to change (the technical expertise for process reorganisation lies entirely with the teams).

Client: German mid-sized Business
4300 employees
Participants: 15 - 75
Period: 2017 - 2018
Contact: Thomas Huber

Description:
In this traditional family business, management is passed on to the next generation - literally and figuratively.
What values have made us successful in the past? What requirements will we face in the future? What lived values do we need to master the future? How do we translate our future values into modern management systems? How do we ensure that we live our new values in the long term?

A look at the values is a look at the DNA of a company - the further development is highly exciting - and satisfying!

ToChange leads projects to value development and - value implementation

Client: Business unit "Purchasing"
Employees: 30
Participants: 20
Period: 2018
Contact: Dr. Diana Astashenko

Description:
What influence do the 12 megatrends have on our purchasing department? - was the initial question of an impulse day for all employees as part of the annual review of the functional strategy. In an intensive discussion process, the effects of the changes in society as a whole on the future-oriented further development of the division were discussed and the relevant results of the day were incorporated into the strategic goals and fields of action of strategy management.

Client: German sugar producer in Europe
20.000 employees
Participants: 20-30
Period: 2005 - 2015
Contact: Thomas Huber

Description:
For a large food manufacturer with well over 18,000 employees in over 70 European locations, we designed and implemented the international onboarding program for over 10 years: for all high potentials in the company who had not been with the company for more than three years and wanted to get to know its unbelievable diversity and performance, all essential aspects of the company were transported to the young participants in 2 modules each lasting a total of 6 days by high-ranking representatives of the Management Board: A very intensive and enriching experience - excellent European cooperation has been given a real future here!

Client: German Research Institute
200 employees
Participants: 25 - 30
Period: 2018 -
Contact: Thomas Huber

Description:
With more than 200 employees, the research institute had grown beyond the „Handicraft Workshop" in the meantime. It was high time to position itself for a future in the field of international research in research and teaching, in staff development and organisation, in leadership and service products. After a strategy process (25 employees, 6 modules, 1 year duration), the kick-off event for the implementation of the strategy was held in January with all employees: a complete success and an excellent start to far-reaching changes.

Client: Sensors network
80 companies
Perticipants: 15 - 20
Period: 20
Contact: Dr. Diana Astashenko

Description:
In this special seminar in the context of a further education to become an innovation consultant by the Sensorik Netzwerk Regensburg we teach the basics of strategy development and change management. The aim is to understand organisational innovation as the basis and essential prerequisite for successful product innovation. Innovation is thus placed in a larger - strategic and organizational - context and expands the role understanding of in-house innovation consultants.

Client: Regional Farmers` Association
40.000 members
Participants: 40
Period: 2017
Contact: Thomas Huber

Description:
The German farmers are setting out on a challenging future: For and with one of the largest German farmers' associations we - with 40 representatives* of 40,000 farmers* - have developed and implemented a sustainability strategy for this association.

Seven 2-day workshops with guest speakers, intensive discussions and debates up to consensual decisions!

An extremely exciting and instructive process for us, too, in which the whole diversity of rural areas and agricultural work was discussed - with a view to the past, but with a very clear perspective for the future.

Client: German mid-sized business
160 employees
Participants: 18
Period: 2018 -
Contact: Thomas Huber

Description:
The company is under immense pressure to innovate: Which break-through innovations enable us to survive in an extremely competitive market? What are the next products / product families with which we will have lasting success? How do we have to organize innovation so that it is systematic, plannable and not a random product? How do we, as the Innovation division, have to organize cooperation with all other divisions within the company so that we as the entire company become the innovation driver?

In around 10 sessions, we accompanied this company in answering these questions within the Innovation Division.

An outstandingly exciting process and contribution to an absolutely significant topic in corporate development!

Client: German medium-sized business
Employees: 4500 worldwide
Participants: 18
Period: 2010 - 2016
Contact: Thomas Huber

Description:
We designed and implemented the Management Development Program for the international senior management team of a German coffee producer: the modules took place in Germany, Brazil, Poland and the USA - the Group's production sites.

In addition to the content on a contemporary leadership, the very intensive program always included site visits and cultural aspects to familiarize participants from 8 countries with the diversity of the company and the resulting challenges.

A wonderful program with lots of encounters, multi-level development and inspiration!

Client: Plant of german mid-sized business
800 employees
Participants: 120
Period: 2016 - 2018
Thomas Huber: Thomas Huber

Description:
Coming soon

Client: Italian confectionery manufactorer
Employees: 20.000 worldwide
Participants: 15-25
Period: 2010 - 2017
Contact: Dr. Diana Astashenko

Description:
Program in 3 modules with the task to enable the employees identified as high potentials in the internal process, in 3-day intensive workshops in small groups, in the fields of personal competence, team competence and general management, an intensive further development tailored to the needs of the individual participant - parallel to classical further education. In addition to personal growth, the transition to extended management positions is prepared and the company-wide networking of TOP employees is promoted.

Client: Finances division in German mid-sized business
200 employees
Participants 20
Period: 2018 -
Contact: Thomas Huber

Description:
ToChange leads strategy developments in finance and controlling departments of large medium-sized companies. As in the following example (4500 employees): the company has been growing healthily and internationally for years. However, the structures and processes in the centrally important area of finance and controlling have not grown accordingly.

The questions for future development are here:
- How do we have to position ourselves as a division in order to meet the massively changed requirements of the other divisions (e.g. Innovation or Supply Chain)?
- What structures and processes will we need in the future?
- What will we leave out in the future?
How do we ensure the fastest possible development of our employees*?
- ...

Answering these questions out of a clear and binding joint responsibility - is a development into new territory not only for the "old" but also for the "young" employees.

Client: Production segments; Plant of German medium-sized company
800 employees
Participants: 7 - 20
Period: 2017 -
Contact: Thomas Huber

Description:
Teams are one of the central development levels for future orientation: this is where the first overarching cooperation takes place, this is where "new assumption of responsibility" takes place, this is where the biggest lever for personnel development among peers is found. Against this backdrop, we have been doing modern team development for 30 years: very intensive, very transparent, very challenging.

We supervise teams at all hierarchical levels:
Production, - IT, - Marketing, - Innovation, -HR, - Finance…

Client: German mid-sized business
800 employees
Participants: 6 - 120
Period: 2018 -
Contact: Thomas Huber

Description:
For 4 years ToChange has been in charge of the development of the plant organization: from team development and continuous supervision of the plant management circle to the strengthening of the 2nd level and the introduction of new organizational forms. It is exciting to observe how classical hierarchical structures are no longer able to cope with the current challenges. The development of new, efficient structures is nevertheless an extremely demanding process for all involved: the (organizational) reorientations collide with the "conventional mindset" and with management systems (remuneration, career ...), which massively support the old "pyramid".

A very informative project for us and our customers.

Client: Italian confectionery manufactorer
Employees: 20.000 worldwide
Perticipants: 16
Period: 2017 -
Contact: Thomas Huber

Description:
So far each of the European countries had its own MARKETING strategy, its own campaigns, its own external marketing agencies, its own marketing budget and its own ... SUCCESS. That these "separation successes" were, however, clearly below what would have been possible in a joint approach ... this was not realised for a long time.

After so far 5 Workshops to marketing strategy Europe (in each case 2 -tägig, participants from Italy, Germany, France, Belgium, Poland, Venezuela, Spain) the following intermediate results are reached:
- "Extremely good cooperation in all international projects..."
- 23 million already saved through the use of joint TV commercials and (online) campaigns..."
- "As a small country, we actually have a voice and are heard in the big corporation..."
- "Massive mutual trust and esteem for top management..."
- Together, we are stronger - not only at our management level, but also with our employees, international cooperation works better!

And we (ToChange) are extremely pleased to continue to accompany this international group!

Client: Business Unit HR German mid-sized company
100 employees
Participants: 15
Period: 2018 -
Contact: Thomas Huber

Description:
How is HR work interpreted in a modern way? What role will an HR department play in the future, when old management systems are unsuitable and conventional organisational structures are under increasing pressure, even "deconstructed"? What contribution should Human Resources make to the strategic realignment of the company? How will HR itself become a pioneer and "innovator" in its own development?

ToChange accompanies HR departments in answering these questions and in developing the corresponding mind sets and modern tools.