A strong and coherent framework of guiding principles – what we in German call a Zielbild – is one of the most powerful leadership instruments an organisation can have. When used consistently, it creates something that traditional leadership rarely achieves directly: self-motivation, self-direction and shared alignment in the right direction. But how robust and effective is your guiding framework in practice? Is it truly coherent? Is it actively used – or merely endorsed on paper? Our focus: understanding impact, identifying inconsistencies, and strengthening implementability. We assess how clear, consistent and effective your strategic orientation really is – not just in theory, but in the perception of those who bring it to life every day.

Typical guiding questions: – Is your guiding framework (purpose, vision, mission, positioning) internally coherent? – To what extent is it actively used to focus decisions and actions? – How well do your strategic goals and principles fit together? – How clear is it to key implementers what exactly is to be achieved – and how? – Do leaders know which resources, capabilities and authorisations are needed where? – Are these systematically and timely provided?

Our approach: – Review of communication materials related to your guiding framework: strategy papers, web content, videos, internal guidelines, management presentations, etc. – Evaluation regarding impact, consistency, clarity and connectivity (internally and externally). – Interviews with key individuals across levels and functions to capture perception and implementation reality. – Reflection of results, synthesis of key patterns and formulation of targeted recommendations. Format is adaptable to your needs, e.g.: – Two days on site with two experienced ZZLM partners – Structured analysis, interviews and feedback discussions – Consolidation and reflection of findings with leadership team

Why this really accelerates your progress: – Clear insight into the real strength and coherence of your organisational guiding framework. – Understanding of how to unlock further human potential through clarity and alignment. – A solid basis for consistent leadership, communication and implementation across all levels.

A coherent framework of guiding principles helps leaders create clarity and alignment across their organisation. Many leadership teams work hard – but without a truly shared guiding framework (or Zielbild) that provides focus. What’s missing is organisation-wide clarity about direction, expectations and strategic priorities. The result: fragmentation, uncertainty, and leadership without collective focus. We help leaders – individually or in teams – to develop or refine such a guiding framework: a strategically sound and communicable Zielbild that provides orientation for decisions, communication and joint leadership in everyday business – both internally and externally.

Possible formats: Individual Sparring: Ideal for leaders who wish to clarify the key elements of their purpose, vision, mission or guiding principles before engaging in wider communication or team work. – 2–3 sessions (1:1) of about 3 hours each – Outcome: overview of the guiding framework as a foundation for leadership, communication and decision-making Team Workshop: Ideal for leadership teams wishing to develop or refine their guiding framework together. This process creates a shared reference point that supports leadership, communication and implementation in daily work. We provide not only facilitation, but also structural clarity, strategic focus, linguistic precision and genuine thought partnership. – 2–5 half-day workshops + optional follow-up – Outcome: comprehensive guiding framework (mission, vision, purpose, positioning, strategic principles)

Why this really accelerates your progress: – Clarity and focus for leadership and communication – Increased decision-making confidence in complex contexts – A shared understanding within the team – instead of fragmented orientation

When strategic goals are defined, the next crucial step is to connect them with the people who must bring them to life in practice. What is needed at that stage is clarity – at every level of the organisation – about what exactly must be done, in which sequence, with which dependencies, prerequisites, resources and authorisations. Only then can a structure emerge that enables leaders and teams to achieve strategic goals – not through isolated actions, but through a shared, coherent and transparent logic of implementation. We call this Strategy & Execution Clarity: a logically structured view of all necessary conditions for achieving strategic goals realistically and in alignment – from idea to execution.

Our offer: We support leaders and small steering groups in developing a clear, causal logic for their strategy implementation. To do so, we use the Goal Tree method – a proven analytical tool from the Logical Thinking Process. The Goal Tree provides a single, visual “big picture” of what must happen – across breadth and depth – for a goal to be reached with certainty: what comes first, what follows, what runs in parallel, and which resources, roles and authorisations are required. As always, we provide more than facilitation: we bring structural clarity, strategic focus, linguistic precision and genuine thought partnership.

Format is adaptable to your needs, e.g.: – 5–6 working sessions of about 3 hours each – In a small, focused group (1:1 or 2–3 key people) – Consolidation and refinement between sessions – Presentation and discussion in an extended group (e.g. management or business unit team)

Why this really accelerates your progress: – A clear, shared logic that makes strategy execution genuinely achievable – Clarity for everyone on the necessary steps – in the right sequence and depth – A common structure for leadership, communication and prioritisation – Greater decision-making confidence – and less friction within the team

The expectations placed on leaders have changed fundamentally. Across all organisational levels, knowledge work has become the core of value creation – and key success factors such as customer focus, creativity, innovation and adaptability demand a leadership approach that achieves more than setting targets or exercising control. But how can you create an environment in which people do not merely function – but think for themselves, take ownership and contribute their full experience? Traditional leadership styles are often no longer sufficient. They fail to activate the voluntary engagement and co-shaping that today’s working world urgently requires. What is needed instead is a leadership role that no longer steers through directives, but enables through facilitation. This is not a departure from proven principles – it is their consistent evolution. Leaders become catalysts who activate the collective intelligence of their teams, resolve tensions, enable decisions and thereby release sustainable value creation. Because one thing is clear: leadership no longer works automatically through authority. Real impact arises where leadership provides direction, enables collaboration – and creates the conditions for people to take the responsibility they genuinely want to own. Our offer: Leadership as a Catalyst – Employees as Shapers Based on the principles of modern leadership research, particularly the work of David Marquet (“Turn the Ship Around” and “Leadership is Language”), participants learn how to: Create a collaborative leadership environment – fostering a culture in which people are genuinely engaged and motivated. Strengthen decision autonomy – enabling teams to contribute their strengths with accountability and confidence. Recognise and unleash potential – helping employees to fully develop their capabilities. Establish clear communication – using a leadership language that encourages initiative and ownership.

Who this training is for: – Leaders who want to align their teams with the demands of modern knowledge work. – Organisations that see the development of their people’s potential as a key driver of value creation. – Teams aiming for high performance and an environment that fosters collaboration and innovation.

Format is adaptable to your needs, e.g.: – Interactive workshop with practical exercises and direct transfer into daily leadership. – Typical duration: 3 days. – Group size: up to 16 participants.

Why this really accelerates your progress: – Leaders gain a clear understanding of how to create impact – not through directives, but through context and facilitation. – Teams become more proactive, taking ownership and contributing meaningfully. – Greater clarity, autonomy and energy in daily collaboration – with less friction. – An investment not in a new leadership style, but in greater effectiveness – directly connected to your leadership reality.