Services for teams and organisations
Change
Large groups
Vision & Strategy
Team development
Leadership development
For executive boards, leadership teams and organisations in situations that call for shared direction, clarified roles or a decision that holds.
When many people need to be involved at the same time.
Large-group events with
LEGO® Serious Play®
You are planning an event with an extended leadership group or an entire business unit, and you want more than presentations from the front. Up to 120 people should be thinking together rather than listening – and something usable should exist at the end.
Interactive large-group workshops based on LEGO® Serious Play® make complex topics workable for many people at once. In 2.5 to 3.5 hours, models, stories and next steps emerge in parallel across many tables – on collaboration, culture, strategy or the future of your business area.
Instead of a stage and an audience, the room becomes a space where everyone contributes at once – first on their own model, then together on the model for their table. People who built something themselves relate to the result differently.
Outcome: The results from all groups, documented and analysed, along with the next steps developed together – reviewed with you in a follow-up debrief.
Vision and strategy development
When a strategy needs to be carried by everyone.
A strategy has been decided or is coming, but it is understood differently across the leadership group. Or the priorities for the years ahead still need sharpening.
We bring the different perspectives in the team together, clarify the strategic questions and move the discussion towards decisions. You contribute fully on content – running the process is our job.
Outcome: A jointly developed vision, the strategic fields of action with concrete measures, a plan with owners and deadlines, and a personal commitment from every member of the leadership team.
360° leadership assessment and development
When you want to know how leadership actually comes across – before investing in development.
The Leadership Circle Profile™ gathers feedback from several perspectives: line managers, peers and team. It shows which behaviours and thought patterns support the impact a leader intends, and which get in the way.
The result is not a judgement but a basis to work from. We go through the report in an individual debrief and derive concrete development steps from it.
Outcome: A personal report, a debrief with coaching, clarity on where self-perception and how others see you diverge, and named development areas with concrete measures.
Assessing collective leadership effectiveness
When leadership principles are to be developed, or leadership culture taken further.
The Collective Leadership Assessment™ compares how employees experience collective leadership today with how they would want it to be. The gap between the two shows where development actually needs to start – rather than where it is assumed to be needed.
In the workshops that follow, the leadership team reviews the report, works out the underlying causes and develops shared leadership principles from them.
Outcome: A results report setting leadership as experienced against leadership as desired, jointly developed leadership principles, the fields of action derived from them with concrete measures, and a personal commitment from every member of the leadership team.
Team development and team building
When a team comes together for the first time – or is not moving forward.
A team comes together in a new configuration and needs a shared basis to work from quickly. Or an existing team is stuck: recurring conflicts, unclear expectations, laborious meetings.
We create the setting in which mandate, roles and collaboration are clarified – and in which the topics that are difficult to raise internally can also be put on the table. A capable team takes more than capable people.
Outcome: A clear team mandate, agreed roles and a jointly defined way of working together, documented.
Change leadership support
When change is coming and leadership and organisation need to stay able to act.
A change in your company, your area or your team has been decided or is being prepared. The structure is in place – the question is how collaboration and motivation come through the transition.
Depending on the situation, we combine leadership culture assessment, team development, strategy work and individual support. If you wish, we also work with you when you are affected by the change yourself and have to lead through it at the same time. We define the specific approach and the outcomes together in a scoping conversation.
Outcome: This varies with the approach – what all formats have in common is that they end with a shared view of the change, clear responsibilities and concrete next steps.
Workshop facilitation
When you want to contribute fully on content.
Whoever runs a discussion cannot take part in it at the same time. In important workshops you have to choose – or hand over the process.
With professional facilitation we create:
- a setting in which everyone involved has their say
- participation throughout, rather than a few dominant voices
- a clear focus on the agreed goals of the workshop
- more workable results in less time
- documentation that can be worked with afterwards
Outcome: The results developed, the decisions recorded, and your own role in the room as a leader – not as facilitator.
Book an appointment
by email
mail@savvista.com
or phone
+41 76 327 3993
or book an initial conversation directly.