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We are a firm of experts who drive change. We understand that complex business challenges in the 21st century follow common trends, but the solutions for each of our clients are unique. We deliver simple, practical and sustainable results, identifying and inspiring the real change agents in your company.

Consulting

We help CEOs and other business leaders to create a clear picture of the marketplace and competitors and define their strategic direction.  Our unique knowledge sharing methodology involves assessing market needs, industry economics, competition, regulation, international, regional and local trends and discontinuities to determine the best way forward. 

 

Innotica Group involves the client team extensively in its strategy assignments, leveraging client experience and knowledge while also upgrading client member capabilities so that subsequent iterations can be done internally.

Our in-depth knowledge and expertise in developing strategy across various industries has enabled us build strategic insights that help our clients navigate the complex world of business with immense success. To successfully implement strategy, it is essential to effectively deploy it at the grass-roots level.

 

Our strategy deployment projects help companies define the missing link between long-term strategy and short-term operating plans. They also help in cascading strategy across key employees in the organization, leading to better structural alignment.

Organizations in both the private and public sectors face unprecedented challenges in today’s uncertain and volatile marketplace. In a fast-moving marketplace, organizations need to manage change with precision and more predictable results, and at a pace that is faster and more effective than their peers. 

 

We help our customers to adjust to this change, whether it is an IT system that requires training, processes that need integrating into existing work habits, or a strategic direction that depends on the understanding and support of stakeholders.

We provide an integrated, complex set of core competences including:

  • Change strategy and planning
  • Leadership alignment and development
  • Stakeholder engagement and communications
  • Change measurement
  • Organization readiness
  • Cultural or behavioral change
  • Ongoing capability to change
  • Training and performance support

Technologies and innovation can extend the reach of organizations, improve management decisions, and significantly speed the development of new products and services.

 

The excessively rapid adoption of technologies, however, can disrupt traditional business models. Organizations need to carefully tread the path towards digital transformation with a concrete strategy to harness its strengths and mitigate its challenges.

We help our clients with following services:

  • Setting up strategies for business adoption, employing a transversal vision that ensures the right prioritization
  • Structuring IT systems that are flexible, multi-platform and multi-device
  • Designing the optimal organization for technologies and innovation: operating models, IS governance, multi-sourcing and skills
  • Defining new partnerships
  • Designing the operational processes for technologies and innovation: collaborative R&D, digital supply chain, etc.

Our experienced learning and development teams provide customers with outstanding blended learning program portfolios regarding content, technologies and learning methodologies. Each blended learning program is beginning with a clear statement of learning outcomes in respect of both knowledge and skills. 

 

Outcomes are of such a nature as to be attainable through e-learning, augmented as and when necessary by face-to-face provision. Learning outcomes, and not the availability of technology, determines the means used to deliver course content and there is reasoned coherence between learning outcomes, the strategy for use of e-learning, the scope of the learning materials and the assessment methods used.

Our blended learning programs are designed in such a way as to :

  • foster active learning
  • facilitate individual study and the development of study skills
  • support the development and interaction of learning communities
  • place the learner in control of time, place and pace of learning wherever possible
  • recognize the diversity of learners and build on their strengths and backgrounds
  • make appropriate provision for persons with disabilities
  • be sensitive in their use of materials to the cultural diversity present amongst learners
  • require learners to reflect on, evaluate and provide feedback on course contents and requirements

 

Knowledge contents are designed with a sufficient level of interactivity to enable active student engagement and to enable them to test their knowledge, understanding and skills at regular intervals. Blended learning programs including the intended learning outcomes, are regularly reviewed, up-dated and improved using feedback from stakeholders as appropriate. 

Please, have a look to our comprehensive Business Skills Blended Learning Program and e-learning course collection!

This skill has outmost importance in the management of teams or projects but defining leadership has been challenging and definitions can vary depending on the situations. Without leadership skills managers are likely to have difficulties achieving their goals. Possessing these skills makes managers life easier as they will be able to focus on the core of the problems and tasks.

 

These courses will help employees develop their skills as a leader. One of the most important critical leadership skill is the ability to motivate a group of people toward a common goal. Leaders have to build the best team from the best employees available, meanwhile motivate them to achieve peak performance.

 

Motivating a team is worthless unless leaders provide direction, and motivated toward the goal and lead the team to it. It is the ability to lead others that truly sets a leader apart from their peers.

Key topics covered in our Leadership courses are, as follows:

  • Leadership theories overview
  • Relationship between leadership and management theories
  • Leadership self-assessment tools and approaches
  • Leadership traits and styles (theory and application)
  • Gender and leadership
  • Understanding and leading individuals
  • Coaching, mentoring and facilitating
  • Creating and leading teams
  • Strategic focus and direction
  • Shaping values and cultures
  • Change leadership
  • Models and theories of leadership development
  • Leadership development for yourself
  • Leadership development for others
  • Influential leadership
Leadership

Strategic management is the conduct of drafting, implementing and evaluating cross-functional decisions that will enable an organization to achieve its long-term objectives. It includes the definition of the organization's mission, vision and objectives, developement of key policies and action plans, often in terms of projects and programs, which are designed to achieve the long-term objectives. 

 

Managers have to clearly define objectives and assess both the internal and external situation to formulate strategy, implement the strategy, evaluate the progress, and make adjustments necessary to stay on track. This ongoing process makes the company capable of dealing with competition by: understanding market participants better and filling the gaps. 

 

To understand the true importance of strategic management, managers need to know about the strategy models available and also build a knowledge that has been tried and tested in the last decades.

The way in which the strategy is implemented can have a significant impact on whether it will be successful or not. It consists of competitive moves and business approaches to produce successful performance, which depends on the company’s core competencies and core activity. The implementation of the strategy must be monitored and adjusted as needed.

 

Key topics covered in our Strategic Management courses are, as follows:

  • Strategic Management Concepts
  • External Environment and Competition
  • Internal Environment and Resources
  • Strategy-making Processes
  • Business-Level Strategy
  • Competitive Dynamics
  • Corporate Strategy
  • Cooperative Strategy and Alliances
  • International Strategy
  • Corporate Governance and Strategic Leadership
Strategic Management

The rate of change in today’s world is constantly increasing. Everything that exists is getting old, wearing out and should be replaced. Revolutionary technologies, consolidation, well-funded new competition, unpredictable customers, and a quickening in the pace of change hurled unfamiliar conditions at management. 

 

The content-based approach of change management points out that every transformation can be regarded as organisational change which occurs in the "essential characteristics" of the organisation, which are the followings:

  • operational processes of the organisation
  • technology of the organisation
  • specific outputs of the organisation
  • organisational structure
  • organisational culture
  • organisational behaviour
  • power relations of the organisation

 

On the other hand, managers must consider questions referring to the process of organisational changes, that examine how and how fast organisational changes occur, how guided they are, how far they follow the previous plan and to what degree the employees and other crucial stakeholders of the organisations are involved in the planning and realising process of changes. 

 

Managers have the responsibility to facilitate and enable change, and all that is implied within that statement, especially to understand the situation from an objective standpoint and then to help people understand reasons, aims, and ways of responding positively according to employees' own situations and capabilities. Increasingly the managers’ role is to interpret, communicate and enable. 

 

Leading successful change is a management skill that focuses on unlocking positive human potential. Successful change enables employees to experience appreciation, collaboration, vitality, and meaningfulness in their work. It focuses on creating abundance and human well-being and it fosters positive deviance.

 

Key topics covered in our Change Management courses are, as follows:

  • Overview of Change Management Models
  • Diognostic Toolkit: What Needs to Change?
  • Types of Change
  • Cultural Change
  • Change Audit
  • Change Strategy and Approaches
  • Change Roles
  • Resistance to Change
  • Transition Management
  • Adoption of Change
  • The Knowing−Doing Gap
  • Sustaining Change
Change Management

The process of financial management is associated with financial planning and financial control. Financial planning seeks to quantify various financial resources available and plan the size and timing of expenditures. Financial control refers to monitoring cash flow. At the corporate level, the main aim of the process of managing finances is to achieve the various goals a company sets at a given point of time.

 

Businesses also seek to generate substantial amounts of profits, following a particular set of financial processes. Every company has to encourage and support quality financial education for employees because this skill is necessary to be successful. Not only financial experts but each manager has to be up to date with financial management tools and be able to evaluate financial performance.

Key topics covered in our Financial Management courses are, as follows:

  • Basic Principles of Accounting and Financial Reporting
  • How to Read and Interpret an Income Statement and Balance Sheet
  • How to Use Financial Ratios and Comparative Data to Analyze Performance
  • Cash Flow Management
  • Sources of Capital and How to Fund a Growing Business
  • Financial Reporting/Project Management Systems
Financial Management

Countless ideas are generated every second. But only a few are able to materialise as real branded articles. With the proliferation of a wide variety of branded articles, consumers today are spoilt by choices. New branded articles are the lifeblood of all businesses. It is essential for an organisation to develop new or modify existing branded articles to meet changing consumer needs and competitors’ actions. 

 

Brand Management is the application of different marketing techniques to a specific product, product portfolio, or brand. It seeks to increase the perceived value of the product or the brand to the customer. Brand management is also an approach to successfully managing projects and companies, and as such includes much about changing minds.

 

This starts with the brand managers and leaders of the company who define the brand and control its management. It also reaches all the way down the company and especially to the people who interface with customers or who create the products which customers use.

Brand management performed to its full extent means starting and ending the management of the whole company through the brand. It is simply far too important to leave to the marketing department. Every employee should be a brand driver of the company, therefore basic brand management skills are essential to all of them.

 

Key topics covered in our Brand Management courses are, as follows:

  • Branding Definition, Rationales, Applications, Equity and Examples
  • Brand Positioning
  • Brand Elements
  • Secondary Brand Associations
  • Measuring Brand Equity
  • Corporate Branding, New Products and Brand Extensions
  • Managing Brand Equity: Brand Extensions and Segments
  • Managing Brands Over Time
  • Geographical Boundaries and International Brand Management
  • Current Brand Management Trends
Brand Management

There are some people who believe that coaching is a process of transference whereby one person with prior knowledge or experience can impart wisdom to others with a goal to optimize performance. Others think that the coach’s role is to help others release untapped capabilities, to help the person be who they are and what they want to be. 

 

In coaching, managers pass along advice and information or set standards to help subordinates improve their work skills, thus it focuses on abilities. The skills of coaching apply to a broad array of activities, of course, such as motivating others, handling customer complaints, passing critical or negative information upward, handling conflicts between other parties, negotiating for a certain position, and so on.

 

However, it is almost universal managerial activity. Skillful coaching is especially important in rewarding positive performance and correcting problem behaviours and attitudes. It is more difficult to implement effectively when employees are not performing up to expectations, when their attitudes are negative, or when their personalities clash with others at the company.

Whenever managers have to help subordinates change their attitudes or behaviors, coaching is required. Managers have to criticize and correct subordinates, but in a way that facilitates positive work outcomes, positive feelings, and positive relationships.

 

Key topics covered in our Coaching courses are, as follows:

  • Coaching Principles and Practices
  • The Coaching Process
  • Core Coaching Skills
  • Coaching Styles
  • Team Coaching
  • Collaborative Coaching
  • Coaching Assignments: Structure and Process
  • Emotional Maturity and Coaching
  • Ethics of Coaching
Coaching

Next to efficient structures and processes, it is essential to focus also what people think, feel and do in and around organizations. Managers should care about how the behavior of organizational members evolves and adapts, how employee behaviour is shaped by group dynamics and social interaction. Numerous circumstances have influence on managers when making a decision.

 

In the background one of the most significant one is the process how employees behave and act in an organization. The organizational culture is a generic term to describe the set of beliefs, norms, artifacts and values that represents the characteristics of an organization, and provides the context for behavior within it. It is a term used for analyzing complex organizations, with the emphasis revolving around the development of shared assumptions, meanings, beliefs and values, which shape and are reinforced by employees’ behavior at work.

To maximize organizational performance requires an organizational culture that inspires employees to learn, grow and give their very best. Optimal operation is affected by an organizational culture, leadership and management style that mirrors environmental changes, as well as employee motivation. In such a culture innovations requires new employee behaviours, that are indispensible in order for the innovation to take root.

 

Key topics covered in our Organizational Behaviour and Culture courses are, as follows:

  • Perception, Personality and Emotions
  • Values, Attitudes and Their Effects in the Workplace
  • Stress in the Workplace
  • Motivating Self and Others
  • Organizational Justice
  • Working in Teams
  • Communication, Conflict and Negotiations
  • Power and Politics, Leadership
  • Decision Making, Creativity and Ethics
  • Oragnizational Learning
  • Organizational Culture and Change
Organizational Behaviour & Culture

Empowerment is based on a set of assumptions that are in contrast to those normally made by managers. It means providing freedom for people to do successfully what they want to do, rather than getting them to do what managers want them to do. Managers who empower people remove controls, constraints, and boundaries for them instead of motivating, directing, or stimulating their behaviour.

 

Rather than being a “push” strategy (traditional managerial style) in which managers induce employees to respond in desirable ways through incentives and influence techniques, empowerment is a “pull” strategy. The biggest difference between empowerment and traditional managerial styles is that the leader delegates decision-making power to his/her employees thereby making them more motivated and satisfied.

 

This essential method involves the ability to change others’ perceptions by democratic tools and form self-directed groups.

There is evidence that initiative and motivation are increased when people have a more positive attributional style. This influences self-belief, resilience when faced with setbacks, and the ability to visualize oneself overcoming problems. The implication is that empowerment suits some more than others, and should be positioned in the broader and wider context of an enabling work environment.

 

Key topics covered in our Empowerment courses are, as follows:

  • Releasing the Power within People
  • Reducing Personal Barriers to Delegation.
  • Deciding What to Delegate and What to Keep.
  • Using a Structured Approach to Determine the Right Person for the Task.
  • Conducting Delegation meetings
  • Empowerment versus Micromanagement
  • Applying Actions that Create an Empowering Environment
  • Replacing Hierarchy with Empowered Teams
  • Implementing a Strategy for Continuous empowerment development
Empowerment

Effective negotiations require careful preparation, the choice of negotiation strategy appropriate to the situation, and the skillful use of power and influence to implement the chosen strategy. Without careful preparation, negotiators are likely to find themselves reacting to events rather than influencing them. In highly competitive situations, a well-prepared opponent can put an unprepared negotiator on the defensive. 

 

Negotiation is a process involving two or more people who start with apparently conflicting positions and attempt to come to an agreement by revising their original positions or by inventing new proposals that reconcile the interests underlying them. A good negiotatior have to listen assertively, learn as much as possible about who he or she is negotiating with, what they want, their strengths and weaknesses.

 

Being assertive means asking for what the parties want and refusing to take no for an answer.

Key topics covered in our Leading Successful Negotiations courses are, as follows:

  • Negotiation Concepts
  • Negotiation Preparation
  • Negotiation Conduct
  • Distributive versus Integrative Negotiation
  • Leaving Money on the Table
  • Construction of Value Through the Creation of Contingency Agreement
  • Strategic Flexibility
  • Negotiation Styles
  • Strategic Dispositions: Interests, Rights and Power
  • Emotional Dispositions: Strengths and Weaknesses
  • Complications and Time Pressures
  • Team and Multiparty Negotiations
  • Breakdown and Creation of Trust
  • Game Theory and Strategic Interactions
  • Threats, Promises and Other Unilateral Moves
  • Dilemmas and Other Traps
  • Psychology of Judgement and Decision Making in Negotiations
  • Persuasion and Manipulation
Leading Successful Negotiations

Business Ethics provide a system of moral principles and guidelines for acceptable behaviour by companies in both their strategy-making and day-to-day operations.

 

Nowadays, an ethical approach is becoming necessary both for corporate success and a positive corporate image. Following pressure from consumers for more ethical and responsible business practices, many companies and industries are choosing to make a public commitment to ethical business by formulating codes of conduct and operating principles. 

In doing so, they must translate into action the concepts of personal and corporate accountability, corporate giving and corporate governance.

 

Key topics covered in our Business Ethics courses are, as follows:

  • Morality and Moral Standards 
  • The Role of Good Reasoning
  • Why Ethics Impacts Business
  • Corporate Social Responsibility
  • Conflicts of Interest
  • Business Ethics and Cultural Differences
  • Technology and Business Ethics
Business Ethics

Customer Relationship Management (CRM) refers to a collaborative philosophy or system of business practices implemented across an enterprise to organize the acquisition, aggregation, and analysis of customer profiles. Customer information is already captured from numerous points, such as sales information systems, call centers, and surveys.

 

CRM Services allow this information to be shared across the company in order to create a customer-centric organization. Customer-focused organizational solutions are also ways to differentiate a company. It can unify disparate departmental goals, and improve the customer buying experience, effective lead generation, marketing campaign management, sales, order fulfillment, and customer service.

Today, CRM generally denotes a company-wide business strategy embracing all departments. When an implementation is effective, people, processes, and technology work in synergy to develop and strengthen relationships, increase profitability, and reduce operational costs.

 

Key topics covered in our Customer Relationship Management courses are, as follows:

  • Customer Relationship Management Principles
  • Defining and Segmenting Customers
  • Measuring Customer Satisfaction
  • Contributors to Customer Satisfaction
  • Establishing Effective CRM Strategies
  • Aligning Resources to CRM Projects
  • Building Effective Cross-Functional Processes
  • Supporting CRM Technologies and Processes
  • The Role of Teams and Individuals in CRM
Customer Relationship Management

Teams are groups of people who are interdependent in the tasks they perform, affect one another’s behavior interaction, and see themselves as a unique entity. In highly effective teams, members’ personal goals are subservient to the accomplishment of the team goal. A commitment to and and desire for team membership is present. 

 

A key challenge is to find ways to create the elements of an effective team when individuals may have had no prior commitment to one another or to common task. One key attribute of effective teams is an effective leader.

Key topics covered in our Team Management courses are, as follows:

  • Foundation of an Effective Team: Mission, Roles, Procedures and Relations 
  • Leadership in the Team: the New Role of the Team Manager
  • Team Roles, Tasks and Responsibilities
  • Characteristics of an Effective Team
  • Team Values and Rules
  • Building Team Consensus and "Groupthink"
Team Management

Meetings, trainings, water cooler gossips: communication plays a major role in any organization. IT can help businesses succeed and keep employees happy. According to the communication experts roughly 75% of all managerial time is spent in verbal one-to-one exchange. But being an effective communicator takes real skill. 

 

In our multicultural and pluralistic business world, it is critically important that every manager and employee understand the importance of communications as a skill requirement for business success. A look at the demographic makeup of most companies confirms that inside, as well as outside the company walls, there are many different people representative of our multicultural society.

 

There are occasionally strong differences between groups, but as employees most are maintain some degree of loyalty to their employer as long as the employer is respectful of the differences.

The best way for an employer to avoid misunderstandings and potential disruptions to productivity is to recognize the need for clear, unambiguous communications. These skills have to be developed on an on-going basis. They are the heart of interpersonal skills and the greater one’s awareness of how it all works, the more effective one’s communication will be. To be effective in business, every employee has to communicate well. To be a good manager, one has to communicate exceptionally well.

 

Key topics covered in our Effective Communication courses are, as follows:

  • Maximizing Personal Credibility
  • The Communication Process
  • Verbal and Visual Communication Skills
  • Technology’s Impact on Business Communication
  • Speaking Fluently and Confidently Even under Stress
  • Assertive and Aggressive Communication
  • Overcoming Conflicts
  • Recognizing and Using Different Influencing Styles
  • Planning and Managing Difficult Meetings and Negotiations
  • Delivering Confident, Convincing Presentations
  • Intercultural Communication
Effective Communication

Thirty-nine percent of the customer's selection of a supplier is based on the added value the salesperson brings to the relationship. Unfortunately, customers could not care less about salespeople with the “traditionally trained sales skills” and they very much do care about a salesperson's:

  • General management skills and ability to understand their business
  • Effectiveness at customer advocacy to protect their interests within the vendor
  • Ability to diagnose and design applications
  • Accessibility and responsiveness
  • Problem solving and innovativeness

In tough times and dynamically changing business environments, sellers must be at the top of their game. As a sales manager, it is a great challenge to infuse the sales team with fresh thinking - to make sure they have the knowledge and skills to deal with today's challenges. 

 

Sales managers must help salespeople to maintain clarity, calm their nerves, help them function, keep them positive, get them motivated, challenge them to perform, urge them to fill their pipelines and hold them accountable to all of that. And talking the talk isn’t quite enough.

 

Key topics covered in our Effective Selling and Sales Management courses are, as follows:

  • The Personal Selling Process                                              
  • Successful Sales Relationships                                            
  • Dealing with Buying Objections
  • The Closing Process 
  • Follow Up Services
  • Developing Long-Term Customer Relationships  
  • Sales Force Organization     
  • Profiling and Recruiting Sales People                    
  • The Strategic Role of Information in Sales Management
  • Leadership of a Sales Force
  • Motivating a Sales Force                              
  • Forecasting Sales and Developing Budgets                                               
  • Evaluating a Salesperson’s Performance  
  • Ethical and Legal Responsibilities of Sales Managers       
Effective Selling & Sales Management

Few, if anybody at all will dispute that the Information and Communication Technology (ICT) developments have wide-reaching impacts on most parts of the company. However, it is much harder, if possible at all to predict what type changes we are going to see. In fact, the technological developments offer the potential for a number of different patterns of changes in organizations, both at a local, regional and international level. 

 

ICT encompasses all forms of computing systems, telecommunications and networks. The impact and role of ICT within organizations has developed over the years towards a major strategic issue. ICT enables organization not only to do things more efficiently, but also to do things in a completely different way or to reshape the complete scope of the business itself.

The objective of our courses is to understand these strategic issues and to be able to translate them into a strategic information plans. The courses emphasize the relationship between the business strategy and the ICT Strategy of an organization, the management tools that support the information planning proces and the most important technological developments.

 

Key topics covered in our ICT in Business courses are, as follows:

  • ICT Strategy
  • ICT Infrastructure
  • ICT Risks and Risk Management
  • ICT Projects and Organizational Change
  • ICT and Business Process Outsourcing
  • ICT’s Role and Governance of the ICT Function
  • ICT-enabled Business Process (Re)Design
  • ICT System Evaluation
Information and Communication Technology in Business

Given the current business trends toward workforce diversity, globalization, and joint ventures, how managers from different organizations and cultures deal with each other, conflict is an increasingly important predictor of organizational success.  Conflict is the lifeblood of vibrant, progressive, stimulating organizations.

 

It sparks creativity, stimulates innovation, and encourages personal improvement. It is the essence of corporate health to bring a problem out into the open as soon as possible, even if this entails a confrontation. Dealing with conflicts lies at the heart of managing any business.

 

As a result, confrontation, facing issues about which there is disagreement, can be avoided only at the manager’s peril.

Many of aspects of daily interactions between employees can create conflict situations from the smallest operative elements to the most sophisticated managerial processes. In these cases the keywords are the problem solving and conflict management.

 

Key topics covered in our Conflict Management courses are, as follows:

  • Definition of Conflicts in Organizations
  • Assumptions and Causes of Conflicts
  • Escalation of Disagreements into Conflicts
  • Overcoming the Most Common Causes of Conflicts
  • Conflict Resolution Techniques: Benefits and Pitfalls
  • Collaborative Conflict Resolution
  • Techniques to Managing Emotions during Conflicts
  • Applying Power to Conflict Resolution
  • Pro-active Conflict Prevention
  • Continuous Conflict Management Strategies and Actions
Conflict Management

Risk is costly. This statement is absolutely agreed by businessmen and professionals. Minimizing the costs of risks to an optimum level unanimously means that we are increasing the value of a firm. In high-tech and financial services industries, risk analysis is becoming the rule rather than the exception.

 

Formal procedures are established as part of the initial definition of a project and continue through the life of the project. These analysis typically contain the identification of risk factors, the likelihood of their occurrence, the damage they will cause, and containment actions to reduce their likelihood or their potential damage. The cost of the containment program is compared with the expected loss as a basis for deciding which containment strategies to put in place.

A risk is some event that results in a change, either positive or negative, to the project. For the most part, risk is associated with loss, which can be estimated. In general, risk deals with entrepreneurial risk, where there is not only a probality of loss but also a possibility of gain.

 

Key topics covered in our Risk Management courses are, as follows:

  • Introduction to Risk Management
  • Risks and Returns
  • Risk Analysis and Risk Estimation Techniques
  • Role and Risks of Financial Intermediaries
  • Interest Rate Risks
  • Market Risks
  • Credit Risks
  • ICT Risks
  • HR, Compliance and Reputational Risks
  • Enterprise Risk Management
Risk Management

For all of us nowadays – from the experienced marketing director delivering a strategy presentation to the board, to the fresh-faced sales agent nervously delivering his first pitch – presenting is now a kind of second trade, a skill to be called upon at short notice as though it came naturally. Often presentations can be quite boring and inefficient for the audience, especially if the topic is serious or very complex.

 

Whilst the presenter usually knows their subject, that is not the same as presenting with confidence and using excellent presentation skills. Presentation Techniques are skills used in every day’s work by all employees; they help and make the flow of information and communication more effective and faster. We can help to improve the employees’ presentation skills in theory and in practice as well.

Key topics covered in our Presentation Techniques and Communication courses are, as follows:

  • Planning and Preparing an Oral Presentation
  • Focusing a Presentation to Capture and Hold Audience Attention
  • Differentiating between Need-to-know and Nice-to-know Information
  • Creating Speaking Notes and Visual Aids
  • Devising an Interesting Opening
  • Presenting to Inform vs. Presenting to Persuade
  • Presenting Information at Informal and Formal Venues
  • Coping with Nervousness
  • Using Body Language to Create a Positive Impression
  • Answering Questions from the Audience
Presentation Techniques and Communication

Each emplyee has to manage projects or participate in project teams. The biggest challenge of a project manager is to coordinate different projects and heterogeneous project team sas well as recognizing the synergies (time and cost efficiency, appropriate human resource allocation, etc.).

 

Project management methods and tools can therefore be useful far more widely than one would assume. Project management is a set of methods and techniques abased on the accepted principles of management used for planning, estimating controlling work activities to reach a desired end result on time (within budgets and according to specifications).

Project management techniques and project planning tools are useful for any tasks in which different outcomes are possible. Project managerial skills imply a focus on the project objectives and goals in parallel with the temporary nature of projects.

 

Key topics covered in our Project Management courses are, as follows:

  • Project Characteristics
  • Projects vs. Operational Work
  • Projects and Strategic Planning
  • Understanding The Project Environment
  • Financial Project Management and Accounting
  • Project Purchasing and Procurement
  • Project Sales and Marketing
  • Project Contracts
  • Project Structures
  • Managing Project Teams
  • Problem Solving in Project Teams
  • Project Portfolio Management
  • The Project Lifecycle
  • Project Stakeholders
  • Organizational Influences
  • Project Management Processes
  • Project Monitoring and Control
  • Project Risks and Risk Management
Project Management

Mergers, acquisitions, divestitures and other types of restructuring are major change events for any organization. Getting the maximum possible value from transactions means having the highest caliber strategic advice throughout the process, from evaluating targets and associated costs through to creating and implementing the processes and programs that knit the organizations together seamlessly.

 

A strategic approach to the mergers and acquisitions process is vital to ensure success. If missed, the costs are enormous to shareholders and other stakeholders of firms involved.

 

We advise our clients based on our below listed principles:

  • Acquisitions are growth strategies. Successful deals are parts of corporate strategies that are founded on firms' portfolio needs and competitive environments.
  • We focus on the few, big questions in due diligence that test the investment thesis.
  • We integrate the companies/business units only where it really matters, and significant synergies can be achieved.
  • We develop detailed contingency plans and scenarios.

Through our custom-tailored and flexible advisory approach our customers get what they need (and only what they need) from targeted strategies to discrete or comprehensive end-to-end solutions. We also work closely with in-house resources and other advisors based on local needs. To make the process as efficient as possible, we use a proven four-stage process:

  • Target evaluation
  • Due diligence
  • Integration planning
  • Implementation

 

For both buyers and sellers to manage the mergers and acquisitions process successfully, due diligence must be comprehensive enough to reveal all strengths and opportunities, as well as weaknesses and risks of a potential merger. We work with clients to develop a strategic approach and target profile; perform strategic acquisition planning and due diligence to assess fit on multiple levels; and perform operational and financial due diligence. Initiated by mergers and acquisitions or any other reasons, if not properly budgeted and resourced, a corporate restructuring program can grind to a halt. Furthermore, turning breakthrough ideas into action requires difficult decisions, which leadership teams may be unprepared to confront. To succeed, restructuring efforts must be targeted to only the most valuable strategies and tactics.

We link our restructuring programs to a client's strategy by applying a pragmatic, analytic, data-driven approach. And, we're collaborative, teaming with our clients at every step to help them implement their vision.

Dissatisfaction with performance management and performance measurement systems runs high. Many firms suspect, that they haven’t got it right. Managers don’t particularly look forward to the process, employees often dread it, and human resource departments spend a good part of their time hounding managers to carry out their performance management responsibilities. 

 

Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and evaluating results.

An effective performance management process sets the foundation for rewarding excellence.

Based on our experience in organizational and personal development strategies, we provide performance management consultancy services:

  • By linking individual employee work efforts and personal development needs with the organization’s mission and objectives.
  • By focusing attention on setting clear performance and development expectations (results, actions, behaviors).
  • Through the use of objectives, standards, performance dimensions, and other measures.
  • By defining job-mastery and career development goals as part of the process.
  • Through regular check-in discussions, which include status updates, coaching, and feedback.

Our experienced talent management consultants work with customers to uncover and exploit the strengths in current talent management processes, as well as to develop new methods for achieving superior results in training, development and retention of top talent. 

 

Based on organizational development needs and business strategies, we provide customers comprehensive competency maps, highlighting critical competencies for both organization as a whole and each department or organizational subunit. We design talent development training portfolios, once competency maps are known.

Furthermore, we also define talent management strategies and action plans that fit corporate career management approaches. As both technological solutions and training portfolios dynamically change across industries and areas of interests, we provide customers benchmarks regarding the most modern applications and talent drivers. 

 

Our talent management consultants are experts at helping customers to align the HR strategy with talent development plans and development processes that enhance employee productivity and performance and as a result, support key strategic objectives.

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Automotive
We work together with many leading representatives of the automotive industry: automotive manufacturers, suppliers and distributors, machinery original-equipment manufacturers (OEMs), and industrial conglomerates. Using our innovative knowledge management expertize, we help clients to establish a strong presence in growing markets of Central and Eastern Europe. This also includes advisory services regarding the local infrastructure needed for dealer networks, production facilities, and development.

 

Our automotive industry experts generate value from innovative technologies, specifically electric drives, exploring partnerships to support e-mobility business models. We advise clients how to maintain leadership in specific vehicle segments, we identify new customer segments and develop efficient strategies to target them with competitive offers.
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Consumer goods & services
One achieved significant global economies of scale, consumer goods and services companies face significant challenges in regional and local market differentiation. We help them to reach emerging new market segment based on local needs. We provide our clients industry-specific competencies that enable innovations in developing their local sales and marketing organizations in order to increase sales revenues and margins. We also assess local outsourcing opportunities that drive optimal product delivery. This saves significant costs.

 

Our enterprise resource planning experts support clients in achieving operational efficiency across diverse product lines and functions. We assist consumer goods and services companies to adapt the most innovative information technology initiatives to lower costs and improve their responses to local market needs...
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Energy
Within our energy industry practice, we take a holistic view on how the future of energy will evolve over the next years; the consequences that possible changes in energy sources will have also on local politics and local economies, and we highlight actions that our clients need to take to address these changes. Our upstream experts work with international oil companies on knowledge management, talent development, process excellence, upstream data management and upstream application management initiatives.

 

The gas team of our energy practice helps our clients in optimal solutions within processing and transport of natural gas by energy merchants, pipeline operators, marketers and distributors.
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Financial services
Our financial services practice has specific capabilities tailored to address the local market challenges in Central and Eastern Europe. We provide leading financial services companies with advisory services across four core areas: identifying Central and Eastern European growth opportunities, reducing complexity and focusing on key businesses, exploring synergies between IT systems and business strategies, managing customer relationships and developing new sales and marketing channels.

 

It is essential to differentiate between acquired customer segments with services and processes that fuel future cross-selling strategies. We provide clients with customer relationship management strategies that open up significant cross-selling potential.
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Pharmaceuticals & health care
The pharmaceutical and healthcare industry has grown at a fast rate in the last decades. However, increasing complexity throughout the sector has created significant challenges. Business leaders in today's pharmaceutical and health care industry are under pressure to reduce prices, speed up regulatory approval cycles, improve R&D productivity and increase returns on marketing efforts. Our pharmaceuticals & health care practice has specific capabilities tailored to address these important issues.

 

We provide leading pharmaceutical and health care companies with strategic advisory services across six core areas: Pharmaceuticals, Medical devices and drug delivery, Biotechnology, Health care services, Health risk management, Health insurance.
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Public service & government
We help public sector organizations and governments to improve efficiency in administration. Our public service experts share best practices from other industries and suggest innovative technology solutions to provide better and more personalized public service to local citizens. Operational efficiency must always begin with setting the common vision across different stakeholders and defining a widely accepted strategy with clear priorities, action plans and performance management.

 

We thoroughly analyze the business processes of our clients in order to achieve an outcome-oriented governance. Our public sector methodologies support the fast implementation of operational efficiency initiatives and provide unique solutions of cost cutting and transformation.
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Utilities
Utilities companies experience major changes that rewrite the operating environment of this industry sector. We assist them with our industry-specific knowledge, innovative technologies to address these changes regarding their consumers, technology, regulatory and market forces.

 

Our utilities practice has wide international reputation in corporate strategy and transformation, as well as managing complex stakeholder expectations. We provide valuable insights into local and international energy markets, help clients in their every day’s challenges regarding transmission and distribution, retail, enterprise services and outsourcing.
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