Can we afford morale? And do we want to?
Example for transnational enterprises


Corruption is not depending on the point of view – but it depends on the definition

  • in this respect it is power- and culture-bound. What seems manageable at home grows to a confusing situation on a global economic range. This leads to multiple claims:
  • A survey of the legal situation is necessary;
  • An overview over common business-habits of the country should be at hand
  • Local customs regarding trading, social exchange and present making should be understood to develop for both side acceptable legal forms to maintain the business connection with the partner country
  • Besides, the attention should particularly contemplate the inside of the own business: How are the vertical and horizontal trade-relations? Do implied laws exist?

You may also be affected by these topics and you can also feel the inconsistencies in this complex debate without being able to measure them? We can support you with an autonomous overview by composing individual custom-made learning opportunities. Within the framework of a learning dialogue your questions will be discussed controversially by experts like for example management consultants, academics, lawyers, representatives of the chamber of foreign trade, TI representatives and qualified ambassadors of the particular country. Together with us, you develop the questions you want to pose and you may also choose someone from your company to take part in the debate.
The output of this learning dialogue should be a considerable increase of information of concerned staff, notice of the source of knowledge and also its emphasis in different positions and the contact with diverse experts of the field.


Which possibilities offer the channels of web based information dissemination and the invitations to ,share’ and to ,make friends’ virtually for marketing?

Web 2.0 – what is this? How time-consuming is it to participate in the web 2.0. and does it pay off for my own business? In which ways and variations can I take part in it and what suits my own products? Is there a recent public discussion on this topic? What advice do the SME associations give? What says the chamber of commerce and industry? What about the academic positions concerning marketing potential of new social networks? How do I have to improve the skills of my employees when I decide to do so?

For each of your questions we invite relevant experts to debate the questions above and to provide background information on the topic.

Diversity has become a major value in many companies and organizations. Some companies demonstrate already a strong expertise others are starting just now. Diversity, however, isn’t self-sustaining: It demands the attention and support of HR-, OD- and line managers and needs precise and realistic objectives. Diversity is often not strongly enough implemented, lacking scale and depths.  Often there is also not enough time and space allowed to talk about success as well as irritations, fears and obstacles. Topics of a learning dialogue could be for example:

  • Overview of the legal situation (in Germany f.e. the anti-discrimination act and possible political regulations, laws but also possibilities for funding)
  • Findings from different academic fields (f.e. research in innovation and organization) to identify potentials like required basic conditions.
  • What can be done to make diversity a present and lively theme that creates benefits for everyone participating in it? How can you initiate sustainable change processes? Which engagements, cultural attitudes, which basic conditions are important?
We help you to get an overview and define possibilities for a focused approach by organizing a learning dialogue for you. We collaborate with experts like academics, management consultants, specialists from human resource development or lawyers who discuss your questions with you. . Together with us, you develop the questions you want to pose and you also choose someone from your business to take part in the ongoing debate.
Output and results of this learning dialogue are an increased information level among respective employees and expertise about existing resources. You will also generate first  ideas on how to handle the topic within the  daily business.

You want to introduce a new topic to your business, department or project? You are planning a symposium? You dislike preconceived opinions? You are aware of the fact that there are always multiple versions of the same story?

We offer you a custom-made multi-stakeholder dialogue including a complete compilation of the most important publications, films, blogs and so on, for every possible theme.

To introduce your selected participants we offer two different ways: We either prepare short and catchy abstracts on the topic that we forward via email before the event takes place.  Another option is to invite the attendees for an upfront conversation with our experts where they can jointly define some key questions that they want to discuss.

In the open format of a faciliatated dialogue key experts and opinion leaders will reconsider “Your new topic” on the basis of key questions chosen by you or your employees.

After two hours you will have an overview of all the important positions, the current state of the debate and you will also know all the respective experts personally. We are happy to customize a topic for you.

Possible topics for your learning dialogue could be:

Com­pliance  - Can we afford morale? And do we want to?

Corruption is not a matter of opinion - but rather a matter of definition and consequently depending on culture. What seems manageable in your country becomes a confusing situation in a global economic context.

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Marketing potential of new social networks & the web 2.0

How can marketing leverage web-based information dissemination and the invitation “to share” and “to connect” virtually?

read more


Diversity – a win win for the business?

Diversity has become a major value in many companies and organizations. Some companies have already many years of experiences, others are starting just now. Diversity, however,  isn’t self-sustaining: It demands the support of HR and Organizational approaches and needs precise and realistic objectives. Diversity is often not consequently enough implemented, lacking scale and depths.  Often there is also not enough time and space allowed to talk about success as well as irritations, fears and obstacles.

read more