Mindset Management

Think and act “outside-in” and “inside-out”

Our world is undergoing radical change and digital change affects not only technology, but also – or in particular – society and the economy. Networked and increasingly complex organizations demand new management and leadership models to keep companies innovative and fit for the future.

Values, culture and leadership are the greatest challenges for companies – and their most sustainable competitive differences and strategic success positions. The classical processes and management cultures with rigid and hierarchical information rules fail with regard to the impulses and requirements of current and future business environments in the context of the VUCA world. They also contradict the cooperative cooperation of employees, managers and business partners in response to the VUCA world. However, leadership and cooperation are prerequisites for innovative work and the necessary transfer of knowledge in response to the pressure to change.

The new Generation of employees expects flexibility with simultaneous security, compatibility of work and family, flat hierarchies, participation in decision-making processes and an independent work that conveys a sense to them. The company of the future therefore needs, in addition to the agile mindset and ‘right’ leadership, a clearly profiled and attractive employer brand to attract talent, promote managers and retain top performers.

As a result, the company’s attention today and in the future must be focused not only on the development of future-proof strategies and business models but also on the development of the quality of leaders, i.e. their mindset and modern leadership behaviour – supported and endorsed by human resources management with agile, digitised processes and a strategic orientation.

As experts in both methods and social processes, we encourage, structure and use the intuitive knowledge of the company and its employees. Together we analyze your need for change in values, culture and leadership, derive a ‘landscape’ of various interventions, support the necessary organisation-wide and individual change process and evaluate its success. The concurrent communication of the goals, measures and successes generates an awareness of the necessity and feasibility of the changes in all participants.

Mindset as difficult to copy competitive advantage

Recognizing and using individual and organisational competencies and strengths

Before relevant decisions are made or at the beginning of a path – be it company-related or individual – one should know where one stands, which strengths and competences one possesses, which (inner) resources are available to cope with the situation or the path and which measures and necessities for action result from this. justBZ offers you this initial analysis with justPROFILE – and this for the entire company or corporate divisions as well as for teams, executives and employees.

justPROFILE for companies

Together with you, your executives and/or selected employees, justPROFILE determines the degree of maturity of important key competencies of your company for the business success or a successful strategic change. Find out how mature your company is, e.g. in its willingness and ability to change, leadership, talent and human resources management or portfolio and project management.

justPROFILE for teams, executives and employees

For individuals or teams, justPROFILE takes a look at their behavioural or personality inventory (e.g. DiSC®/DiSG®, GPTP/GPOP, ERD, inner drivers, team roles, conflict types). This enables executives and employees to improve their communication, increase their productivity and make their teamwork much more effective. Young leaders gain an insight into their behavioral ‘predisposition’ in relation to their personality in the context of leadership, cooperation, conflict, change, … Through the purposeful use of analysis tools and the insights gained from them, all participants develop a new understanding of themselves and their contribution to the success of the company. justPROFILE improves cooperation, reduces conflict situations and increases the performance of individuals and teams.

The knowledge gained through justPROFILE at company, team or individual level can then be used in workshops, executive development programmes and/or leadership (team) coaching sessions to develop a target vision for the company and its management or the professionalisation of communication and leadership or team work.

Company-related maturity level analysis by means of justPROFILE

justPROFILE. Behaviour inventory DiSC®/DiSG® for individual and team coaching
Own representation, DiSC® and DiSG® are registered trademarks of John Wiley & Sons, Inc., or related companies.

Acting role-adequately and professionally through business coaching

Business coaching is the accompaniment of executives, (high) potentials, and teams with the goal of increasing their performance, developing potentials and professionalising them in their professional role.

We differentiate between business coaching with regard to our role as a coach in the coaching process in expert coaching and process coaching.

Expert coaching

Expert coaching uses the professional knowledge, experience and competence of the expert as coach. The coaching is tailored to the individual role of the executive in relation to his function and challenge. The business coach acts as a personal expert who supports the executive in the development of solution-oriented goals and concrete implementation strategies, including through his own substantive recommendations and advice.

By working with the business coach, the executive can reflect on the procedures and target solutions and thus come up with new approaches and behavioural changes. The expert coaching supports the improvement of the technical and/or leadership quality and increases the efficiency and effectiveness by knowledge sharing and learning transfer to the workplace.

Process coaching

Process coaching is business coaching with a systemic, holistic view on the level of the organisation, the role, the function, the person and the individual personality. At the centre of our work is the goal of successfully integrating the individual interests and personal competencies of the coachee with the requirements of the organisation for him and his role. This means that the organisational structure and the company, leadership and cooperation culture must be taken into account when working with the coachee, as must his or her personal resources and competencies.

The goals of the coaching are determined exclusively by the client. Starting points for process coaching are often tensions/conflicts in the professional environment, change and development wishes, new challenges, complex decision-making situations as well as the development of options and potential for action.

Process coaching is dynamic, activating and goal-oriented. In contrast to expert coaching, the coach is reticent about solutions. The individual, self-supporting development of the coachee is in the foreground.

With regard to the target group and the setting, we differentiate between individual coaching and team coaching.

In both settings we like to use personality or behaviour inventories (e.g. DiSC®/DiSG®, GPTP/GPOP, ERD, inner drivers, team roles, conflict types). These allow the coachees to make their own and others’ behaviour ‘describable’, to better understand, reflect and handle perceived behaviour in everyday situations, conflicts or change.

Individual coaching

The aim of individual coaching, e.g. based on DiSC®/DiSG®, is to improve communication, increase productivity and develop the ability to act much more effective. The focus of DiSC®/DiSG® is the recognition of one’s own behavioural preferences and the flexible handling of other behavioural types in order to better perceive and understand them.

Team coaching

The aim of team coaching, e.g. based on DiSC®/DiSG®, is to make teamwork significantly more effective, to improve communication among team members and thus to increase productivity. The objective can be not only to make a team of workers, a project team or a management team workable again but also to develop it into a high-performance team.

justCOACHING. Coaching process with DiSC®/DiSG®
DiSC® and DiSG® are registered trademarks of John Wiley & Sons, Inc., or related companies.

justCOACHING. From working group to high-performance team
Quelle: In Anlehnung an Katzenbach, J.; Smith, D.: The Wisdom of Teams, Boston, 2005.

From unconscious working atmosphere to the managed competitive advantage of “corporate culture”

Corporate culture is often seen as a difficult to define concept and a ‘soft’ factor in corporate management. Soft’ is not understood in terms of ‘unimportant’ (most top managers will point out that bringing values, vision and mission into a company’s DNA is one of their most important tasks), but because its impact on company performance does not seem measurable.

According to James L. Heskett, however, the added value of a beneficial corporate culture can be proven not only intuitively but also scientifically. His research shows that up to 50% of the difference in operating results between companies in the same industry can be attributed to a more effective corporate culture – and not just to better market access, products and/or services. Satisfied employees outperform dissatisfied ones in terms of productivity, revenue, energy, implementation speed and healthcare costs, customer loyalty and satisfaction.

Corporate culture develops – with or without conscious actions. It usually reflects the attitudes, beliefs and behaviours of the company founder – and later of the company’s employees and represents the most difficult to copy competitive advantage of a company. These aspects, which form the basis of culture and determine behaviour, are partly openly codified and visualised (standards, rules of behaviour), but for the most part more or less ‘invisible’ (values, attitudes, secret rules).

In the VUCA world, the corporate culture has to evolve constantly in order to successfully counter new external stimuli and dynamics. This is why companies need the ability for accompanying culture controlling and continuous cultural change.

justCULTURE supports you in building and/or consolidating your skills for culture change and culture controlling in your company in order to be able to successfully use this competitive advantage for yourself.

justCULTURE visualises your current corporate culture, together with you, your managers and employees, it formulates a future-proof vision for the target culture and values of your company, identifies the need for action and implements the new culture and corporate values. The concurrent and final evaluation leads to the implementation of a culture controlling, which enables you to continuously adapt your corporate culture to the requirements of the corporate environment shaped by the VUCA world.

Culture loop of justCULTURE

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