Better collaboration, innovation and flexibility of the organization are the goals that the loop approach has an impact on. Instead of controlling, the focus is placed on reacting efficiently to change.

It consists of three modules: "Clarity" creates alignment and responsibility, "Results" improves the effectiveness of employees and teams, and "Evolution" promotes adaptability and conflict resolution.

This approach specifically addresses the following challenges:

• Resistance to change

• Unclear responsibilities

• slow decision-making processes

• Inefficient structures

• ineffective meetings

• Unclear communication

• Lack of innovative strength and adaptability

• Silo mentality and lack of cooperation 

The Prosci change management method helps organizations to successfully plan and implement change. It ensures that the transformation is sustainably anchored.

The approach combines various methods such as stakeholder management, the ADKAR model and the "What's in it for me" method (WIFM). This ensures that all key stakeholders are involved and informed.

Prosci is particularly useful for structuring change, engaging employees and ensuring the long-term success of transformation projects.

The Innovation Leadership approach strengthens leadership and management skills by means of practice-oriented innovation projects. Both teamwork and personal reflection on one's own leadership style are encouraged.

It combines methods such as leadership coaching, active learning and an open error culture to support the individual and team-oriented learning process.

This approach is particularly useful for encouraging critical thinking, increasing self-reflection and developing leadership skills that are crucial to the success of innovation projects. Here you can read more about it.

The approach of value-based decisions is based on the recognition that organizations must pursue both social and economic goals. However, conflicts often arise between the expectations of stakeholders and the financial goals of the company.

The challenge is to reconcile economic efficiency and humanity. Research shows that social values can help to make difficult decisions. Recognizing and weighing up conflicts is part of the change towards a learning organization.

This approach is useful for understanding how social values support decisions and help companies to develop.

Agility is the ability to make decisions quickly in unclear and uncertain situations. It describes the adaptability of people and organizations in their working methods and processes. Agility helps to react flexibly to change and take advantage of opportunities.

Working agile means following clear principles and implementing them in methods. Teams rely on short, regular cycles, rapid feedback and constant adjustments. The team is strengthened through collaboration and self-organization.

This approach is useful for making quick decisions, continuously improving and becoming more successful in the long term.

S3 is a flexible approach that helps organizations to change in small steps without making major adjustments. The method uses simple patterns that are adapted to the current needs of the organization.

It offers tools such as clear decision-making processes, collaboration in circles and transparent role allocations. These help to implement gradual improvements without completely changing existing structures.

The approach is helpful because it enables sustainable change that is geared towards daily tasks and involves everyone involved.

Tension-based working is a method in which tensions in the team are used as an opportunity for positive change. Tensions arise from the difference between the current situation and what could be achieved.

The method enables teams to address tensions openly and find solutions together. Through clear structures and rules, the potential of these tensions is used to better manage tasks, define roles more clearly and improve collaboration.

Tension-based working promotes open communication and helps teams to develop continuously without avoiding conflicts, but actively resolving them.

Customer-centric work focuses on the needs of the customer. The aim is to create solutions that are useful, feasible and valuable for customers. This involves actively incorporating the user's perspective.

Design thinking helps to implement this approach. It begins with understanding the customer's needs and leads to the development of ideas and the testing of prototypes. This step-by-step approach allows solutions to be continuously improved and adapted to the customer.

This approach provides solutions that are truly relevant, strengthens customer loyalty and promotes creative, sustainable innovations.

Non-violent communication is an approach that helps people to speak to each other clearly and respectfully. The aim is to resolve conflicts and improve relationships by recognizing and expressing one's own needs and those of others.

The method is based on four steps: Observing without judging, naming feelings, recognizing needs and making specific requests. These steps promote a better understanding and help to find solutions together, without accusations or criticism.

Non-violent communication is particularly useful for avoiding misunderstandings, building trust and resolving conflicts peacefully.