Partner for
Transformational Learning & Development

THERE ARE PR AGENCIES.
THERE ARE MANAGEMENT CONSULTINGS.
AND THERE ARE WE.

Coaches help athletes envision and reach their peak performance.
We do the same by helping leaders to prepare and successfully transform the future.

BUSINESS PERFORMANCE

ANGroup differentiates three closely related perspectives to enhance business performance

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Collaboration

Interaction and exchange of information. Collaboration and cross-departmental work have become much more demanding due to the high complexity and ...

the time pressure of the tasks involved. Specifically, difficulties arise where boundaries between teams, departments and organizations have to be transcended. Digitalized processes of global customers and suppliers will increase this pressure. How effective is your organisation managing these challenges? Is cross-functional collaboration aligned and supportive for business outcomes or a pain in the neck? How useful are established information and communication processes and technologies?

Knowledge Management

The process, by which an organization identifies, creates, manages, and delivers information to enhance workforce performance. It aims at providing a systematic approach integrating ...

governance and collaboration. Align your organisation to the purpose it is meant to follow and enable managers and employees to understand and commit to what their contribution needs to be. Let your organisation be transformed iteratively and lastingly to a place, where managers and employees effectively align their activities to a common purpose, develop collective capabilities and optimize their efficiency while aligning and adapting to new challenges that pop-up.

Learning

Innovative synchronous and asynchronous, customizable learning – also including ...

user-generated and -rated content. Integrating a vision to develop talented professionals with the right attributes and values to accelerate their professional development. Recognizable results in synergies, new ideas and ways of working by which your business will be transformed into a more innovative, therefore a more sustainable one.

OUR FOCUS

Project & Process Implementation for Organizational Performance

Experienced innovation and experimentation experts acts as a catalyst to support people and business units with the ability to find new ways to meet customer needs. They equip corporate teams with the skills, tools and mindsets required to innovate and develop organizational efficacy.

Through moderation and process support for agile project management and design thinking workshops, they help cross-departmental teams learn how to bring customer needs into the problem-solving process, identify innovation opportunities, ideate and rapidly prototype new ideas. The team also develops customized team trainings on demand and helps business units to respond to their specific challenges in innovative ways.

Global Talent Management for Organizational Performance

Talent management plays a key role in today’s business world thanks to its strategic value and influence on the organizational performance in a highly dynamic and agile business environment. However, organizations often struggle to design and implement effective talent management systems and programs.

This is particularly due to the complexity involved including multiple stakeholders, communication challenges, inter-cultural barriers and diversified requirements commonly varying between the headquarters and its subsidiaries. Following the needs of HR departments and business leaders, we have developed a “talent management workshop” with the objective to demystify talent management providing hands-on solutions for individuals as well as organizations. In this introductory workshop participants get to understand all aspects of the comprehensive talent management lifecycle and learn about existing talent management approaches bringing effectiveness to the entire process. Talent management systems are introduced. In further sessions, that go beyond the introductory workshop, participants analyze the talent needs of their department/organization and develop action plans to implement a new or improve the existing talent management system or close the talent gap derived from the business strategy.

Training & Team Coaching for Team performance

Enabling and empowerment of people and organization with the skills, mindsets, and abilities needed to continually learn, change, and adapt in a disruptive world through ‘learning by doing’ programs on basis of the 70-20-10 framework, serious games and gamification.

In every organisation you can distinguish THREE typical interventions to improve collaboration: Individual development (e.g. executive training, coaching), Team development (building self-organised teams, innovative meeting protocols) and Organisational development (cost cutting approaches, lean management). Today Training and HR departments are still very much engaged with the individual and team perspective focusing (often almost exclusively) on self-efficacy (e.g. including staffing of better educated key positions holders and seminar room based trainings to support development through individual and knowledge based learning). The DILEMMA: in most cases the investment in such activities is done in without any co-ordination between INDIVIDUALS, TEAMS or DEPARTMENTS, and the organisation as a whole. Based on best practices we take a different Approach on integrating the three dimensions relating to each other. In this way 70% of time and resources are focused on learning at the workplace, 20% of learning is about collaboration and experience. Only 10% of time and resources is dedicated to individual, certified learning as in school or at universities. In this way learning and development is leading to ORGANISATIONAL ALIGNMENT depending on how good the individual embeds into the team and how the team embeds into the organisation.
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Certified Executive Development for Individual Performance

The Corporate Alliance Programs for Management Development (PMD) for Corporate Alliances. Together with managers and executives from a small group of non-competitive corporations, this management development program grooms talents that help build the future of their companies in China and in the world.

As critical part of the talent pipeline, the program recruits young executives from participating businesses, and provides them with a platform to develop their leadership capabilities. With training and career management support, Management Associates (MAs) in the program are expected to become business and function leaders within their corporations. They are given the opportunity to learn through various training activities – Corporate Orientation and Training Program to learn about the businesses within and across their businesses. Business Rotational Assignments give them insight into external corporate situations and key markets, industry best practices and latest market trends. MAs receive continuous development through on-the-job training, mentoring and leadership training. MAs put their learning into action and build a synergetic network among themselves and bring about fundamental changes in the way participating companies do business.

SERVICES FOR YOUR ORGANIZATION

All service packages can be customized to your individual corporate needs and requirements.
Please contact us for more information.

BASIC Leadership Package:
Leadership Competence for Beginners

Target group and training purpose:
This program is key to vertical development for new leaders and future leaders. Vertical development refers to growth and maturity of perspective and has proven to be one of the best predictors of effectiveness in organizations.

Training focus:

  • Managing and leading
  • Effective feedback management
  • Team development
  • Leading others with strengths
  • Sharing from senior leaders

Training scope: 32 hours (2x2 days) including in-between transformation coaching at the workplace.

ADVANCED Leadership Package:
Leadership Competence for Experienced Managers

Leadership Skills Enhancement Modules.

Extending the learning from the Leading Self Leading Others (LSLO) program, these modules further equip your leaders to meet various day-to-day leadership challenges.

Training Focus:

Modules in

  • change managementproject management
  • coaching conversations
  • handling challenging conversations
  • motivating team members to increase market development and engage in international relationships.

Training Scope: 2 x 2 days with in-between transformation coaching to the workplace.

EXPERT Leadership Package:
Transformational Leadership for digital changes

The leadership Train-the-Trainer package enables key selected managers to become facilitators, coaches and scrum  masters of agile and self-organised teams.

Training Focus:

The main topics of the trian-the-trainer course include:

  • Gain a practical, how-to overview of the entire supporting function for teams through modeling of the best practices and latest techniques in facilitation and training delivery
  • discover the 4Ps of facilitation and moderation:
    Purpose & Assessment
    Planning& Preparation
    Presentation & Facilitation
    Performance & Evaluation.

Training Scope: 3 x 2 days during 6-9 month with in-between transformation coaching to the workplace

HQ & SUBSIDIARIES Package:
Fit for Purpose

Translating HQ-Strategy into the Local Context.

As we understand both worlds, European businesses and Chinese subsidiaries as well, we provide support to management teams when it comes to translating HQ-strategy into the local context of start-ups and subsidiaries in China.

Local strategy has to become local action. Therefore, we accompany teams and use our experience to help them operationalizing local strategy from the top to the shop floor level.

Training Focus:

We design a team-based organizational development journey, enabling key teams to collaborate more effectively to fulfill organizational purpose by tackling performance challenges with increased clarity on the task side and higher levels of trust, resonance and mutual understanding on the relationship side. In doing so, our contribution is threefold: We help cascading down the strategy, we secure availability of effective leading skills at all company levels and we enable the organization to independently maintain and develop its capability to adapt to changing internal and external circumstances.

Training Scope:entire transformation up to first performance results will be done within a period of 4-6 month time.

HR & MANAGEMENT Package:
Effective Talent Management

This program is designed for HR professionals and leaders, who are expected to identify, manage and develop talents in the organization. Based on the integrative talent management approach, the current status quo of talent in the organization is being analyzed and a process plan is developed on the establishment of a new or the improvement of an existing talent management system fully supporting the organizational talent needs tailored to the business strategy. This program can be either delivered as an “introductory workshop” to talent management equipping HR and management with tools and processes for effective talent management or be expanded into multiple modules including a customized talent gap analysis and follow-up actions.

Training focus: 

  • Talent management life cycle
  • Talent management effectiveness
  •  Defining and analyzing organizational and departmental talent needs
  • Identifying talent challenges with a particular focus on requirements of headquarters and subsidiaries

Training scope: 32 hours (2 modules of 2 days each) for an introductory workshop. Customization of the course duration and focus based on individual requirements.

CHANGE & TRANSFORMATION Package:
Making Change Happen

Workplace Learning and Change Make Serious Fun. Our tools make complex information easy to understand. Our business simulations are realistic, engaging learning experiences. People learn when they are motivated, stimulated, and having fun! Trainers and facilitators encourages communication, reflection and creative thinking while the team works out the solutions and transfer the learning to their working place. When people see the big picture, they can make better sense of their day-to-day work. Our simulations builds exercises that help your employees see how everything fits together.

Training focus: 

  • Taking responsibility for projects and finances
  • Finance and sales for non-financial managers
  • Strategic Leadership Transformation
  • Competitive Positioning

Training scope: 2-3 days.

DIGITAL TRANSFORMATION Package:
DialogG – Managing organizational efficiency in digital times

Chinese organisations are facing accelerating changes. Collaboration and cross-departmental work have become much more demanding due to the high complexity and the time pressure of the tasks involved. Digitalised processes of global customers and suppliers will increase this pressure. How to manage cross-collaboration and communication in an efficient way? To build  collective competence new and enhancing existing collective skills will be developed for sophisticated and highly interdependent tasks with the aim to increase the capacity for innovation, quality competence and risk resilience.

After an introductory workshop, a pilot project will be established, trained and facilitated during a 6-12 month’ period resulting in a shared understanding of collaboration and practice needed of all individuals.

Collective CAPABILITIES developed can be:

  • The capability to collectively identify, prioritize and realize future potentials involving the relevant actors (collective exploitation of potentials)
  • The capability to identify and focus on the actual needs of the customer and to match the services provided as well as the required preparation (customer focus)
  • The capability to innovations from co-creative interplay between the relevant actors and to realise resulting ideas on the market (innovation capacity),
  • The capability to minimise distributed risks through coordinated and concerted actions (collective risk resilience)
  • The capability to maximise the quality of services in shared and inter-dependent systems (Concerted quality focus).

A software platform supports the participants in DialogG.
It translates between the perspectives of the individual, the teams and the organisation. It unveils the contribution of the individual to the overall purpose of the organisation and reconciles how collaboration with other members is arranged. It ensures that each actor is provided with the information and detail required to fulfil his or her roles. With the software, DialogG can be pursued continuously.