Everything we do start with the client’s strategy and strategic situation.
Facilitated processes are used to establish the project group, management group and defining the
project mandate. Developing a shared understanding of the company’s ambitions, strategy and
competitive basis can be demanding, but is essential in these initial weeks. We prefer employee
representatives to have a central role from the very beginning.
Charging the change engine
Early on, key metrics (KPI’s) are developed. These are measured frequently throughout the project. Engage // Innovate has a wide range of metrics and measurement tools to choose from.
On larger projects, counting more than 2000 employees, we run our nine-day “train-the-trainers” program. Through this program, we develop internal consultants. These client employees become our in-house colleagues throughout the project. They help ensure buy-in early on. They are the hero change agents. And they are crucial in keeping the project alive, long after it formally has ended.
Executing the project, working with leaders, we don’t teach.
We train. Involvement, training, follow-up and personal
mastery are key words. Problem-based learning (PBL-
method) is frequently used. Participants often bring their
real-life challenges into the training sessions. Their big issue
challenges are what we work on and we make sure to link
the daily operations to our overall project goals.
The focus is change
Research and theory make up our foundation – but our focus
is development and change. Our focus is transformation. Our
focus is creating action. Coaching and mentoring is
frequently used to help drive change on a daily basis. We
believe daily training and follow-up – not just “interesting
lectures” – are required to create lasting change.
This is how we work together with our clients.