A substitute for face-to-face training or helpful as a supplement?

In the current environment of pandemic and mobile office, Microtrainings are a must. They will and probably have already changed the world of learning permanently. The approach of Microtrainings: small maximum 1.5h-hour learning units on important topics, which are well integrated into the day’s off-hours.

Advantages are:

  • Learning units in easily digestible units (spacing).
  • Testing theory in practice between units (action learning)
  • More opportunity for self-reflection between units (circularity)
  • Opportunities for feedback with experts (teach-back)

Probably a successful concept, which also survives the pandemic.

Virtual live training will remain a recipe for success even after the pandemic. Effective, sustainable, easy to integrate and extremely powerful.




Do large change programs still make sense in a volatile world, or… ?

…have the environments of an organization already changed in the meantime, so that the solution does not fit anymore. …     


hs:results suggests surgical precision rather than the sledgehammer or the whirlwind for concrete change issues. Advantages are:

  • Identify problems in small teams
  • Prepare changes in coordination
  • Test practicality in experiments
  • Check for fit with other organizational units before scaling up
  • Create space to learn from each other


Better not to scale than to scale poorly

” One-size-fits-all has not worked in the past, so why should it work in a disruptive world.”


You want to familiarize yourself with a new topic in the management team in a short period of time… ?

…and check if it makes sense for your organization. …

Especially with fashionable topics like: Agile Transformation, Lean, Scrum, Hybrid, it can make sense to first discuss the meaningfulness of an initiative with experts in the decision-making team. hs:results offers as a sparring partner:

  • 4 h workshop with decision makers and experts
  • Identification of fields of action
  • How do others solve it?
  • Common understanding
  • Find focus
  • Identify solutions
  • Plan experiments

Before you push a new issue through the organization, first do a check-up

” Recipes only make sense if they fit the problem. Otherwise, you’d better take tools and put them in the hands of experts.”




Sustainable organizational acceleration (-relief) in only one week… ?

…yes, with pleasure …


Many companies suffer from grown bureaucratic structures, which all once made sense, but today paralyze the organization. To make your own organization more efficient in the long run, it can make sense to regularly put certain practices in the company to the test.


Here, a workshop format that is based on the Design Sprint is a good idea.

5 days of investment that usually pays off after just one month.

  • Understand bureaucracy traps
  • Define focus
  • Alternative solutions
  • Decide
  • Develop prototypes
  • Initial testing and then scale where it makes sense….
  • Trigger implementation

Topics of change can be any practices of the organization that are currently perceived as stultifying and have not been questioned for a long time. This ranges from A for work control, to employee surveys and interviews, to Z for time tracking.

“What was once introduced with good will, doesn’t necessarily make sense today for a long time.”


Turn the organization around so that it fits first… ?

…yes, with pleasure…

Many companies reorganize on a regular basis: Centralization, decentralization, matrix implementation, slimming down and then managing growth again. Why not do something that remains adaptable in the future and design it together with the employees?

In just 6 months, we can jointly set up the organization in such a way that it not only meets the challenges of the market and the environment now but can also be adjusted again at any time.

  • Company or division-wide initiative
  • Commitment Top Team
  • Communication platform
  • Identify obstacles
  • 6 sprints to solutions
  • Conduct experiments
  • Implementation

Topics of change can be any issue in the organization that is currently preventing success in the marketplace.  This goes from automation to innovation to internationalization.  

” If you consider planning for the future as an option for action, you will experience pretty surprises.”




In the organization the essential impulses come from within … !

…hs:results gladly supports…

Especially in large companies it is helpful to have a successful and experienced change team that knows how to set the right impulses. The topics can range from post-merger support to the spin-off of parts of a company. In addition to exciting and practical content, the Boot Camp focuses on active support of a real change initiative. This means that learning takes place in a real-life context, and the content is immediately tested and reflected upon. Creative experimentation, failure and new solutions are included. Possible topics of an individually adapted concept in a balance of virtual and presence modules are:

  • Agile Change
  • Politics and Change
  • Can Kotter be agile?
  • Stable-agile balance
  • Using resistance
  • Change according to Corona
  • Virtual-presence mix
  • Impact: Change agents implemented organization-wide

In just 3 months, a creative team is created that sets important, value-creation-oriented impulses in the organization already during boot up.

” Active co-creation becomes a success factor for future agile, robust companies.”