Key Steps promotes the maturity of the whole organisation

Key Steps is the only organisational development model that combines leadership, competence, team development and the development of organisational tools into a holistic development plan. The different interventions support each other and trigger a natural development that is associated with ease and energy. Step development is therefore also ideally suited for all HR or PE projects that need to manage complex transformations.

Your organisation is facing great challenges and you are looking for a suitable method to transform yourself, your leadership team, the organisational, process or management model and the entire organisation successfully, holistically and sustainably?

You intuitively feel that your organization does not reach its full potential and you would like to change that? You are looking for a new source of strength, inspiration, a new spirit in your organization?


Managers experience many aha-experiences in the actual diagnosis phase of Key Steps: the fade-in of the maturity question makes many previously unexplained and disturbing phenomena explainable. Finding an explanation for something that was previously incomprehensible is very relieving.

The kick-off workshop provides orientation

In a half-day kick-off workshop, the management team works with the Key Steps consultant* to develop an initial assessment of the current organizational maturity and the target maturity needed to meet future challenges. The workshop also provides the management team with an overview of sensible development steps and the first points of leverage at which development in the hard and soft facts must begin.

This initial workshop forms the basis for the development of a sustainable development plan.


Stage development enables teams to mature together

The team is an ideal development biotope. Nowhere are communication, social and cooperation skills put to the test as openly as in one’s own work team. At the same time, there is no better place to talk openly about development potential. Working together to develop diverse competencies is very motivating and promotes development. In this way, teams and their members can grow beyond themselves in a short time and become more agile, responsible and fit for the future.

Are you part of a team that wants to take its future into its own hands?

Are you and your team fascinated by highly successful self-organised teams and organisations that have achieved a highly innovative and perhaps even revolutionary transformation and would you like to be capable of doing something similar?


Stage-oriented team development
The team development profile shows the team where it stands in terms of level development and helps to find jointly supported development goals.
The subsequent discussion of topics such as relationship skills, cooperation and communication skills, conflict management, feedback, defence, power and counter-power can be very challenging. The more a team can engage in this challenge, the greater the transformational effect – for the team and for each team member.

“Courage is like change, only sooner!”
Origin unknown

Stage development enables personal growth

Stage development gives us very concrete answers on how development works – individually, organisationally and socially. It helps us to understand ourselves better, gives rise to concrete development intentions in us and shows us how we can make them a reality in a simple way.

Do you keep a close eye on social, political and economic developments and want to ensure that you are still able to meet the growing demands in the future?

Are you a leader, an entrepreneur, a consultant or “simply” a person who knows that intelligence is not everything and who has the need to develop further?

You are fascinated by authentic, visionary and highly successful business leaders and organisational developers who can look back on fantastic organisational transformations and you would like to be capable of something similar?


At each stage of development, we humans train new and expanded competencies (personality, communication, social and task completion competencies). Through intensive training of these new competencies, we enable the psyche to form schemas that can be used without much attention. Once this point is reached, our psyche has capacity free for a new stage development step.

The stage-oriented competence development
From developmental stage to developmental stage, our competencies become more differentiated, more flexible and more effective. If you train your competencies step by step, you simultaneously promote your ego development maturity. The competence profile supports you in determining where you stand and in deriving meaningful next personal development goals.

The Ego-Development Assessment
The assessment instrument developed by Jane Loevinger is scientifically highly validated. 36 sentence completions are manually matched by scoring experts with a total of 9 scientifically researched maturity levels. As a result, you receive an accurate classification of your current maturity. At the same time, you receive amazingly precise starting points for your personal development sweet spot.
In debriefing coaching, personal development goals and implementation-oriented personal development experiments emerge from the multi-page analysis document, paving the way for rapid and sustainable development.

Who says that the path to change must lead through the valley of tears?

Stage-oriented development support is an excellent method for change projects in organisations*. It puts people and companies in a position to effortlessly go through change at a high level. The result is more employee commitment, fun at work, appreciation and recognition.
*Proven by Change Barometer

Are you yourself a development facilitator (organisation developer, leadership development, team development, coach) and would like more orientation, success and sustainability in your work?

Get an overview of stage-oriented development support.

The recognition of stage patterns provides orientation

You can look at the people, teams and organisations to be advised from different perspectives (communication, leadership behaviour, assumption of responsibility, team behaviour, organisational instruments, etc.) and recognise the stage patterns hidden behind them.

The stage patterns provide conclusive answers to current problems and disorders

Disturbances and problems arise,
… when the current level is overwhelmed with the constantly growing challenges,
… when the current level is so well established that it becomes a weakness through exaggeration,
…when there’s a wild mix of levels in the organisation.
Recognising these factors takes the strain off all those involved.

The natural phenomenon of stage development

In most cases the natural phenomenon of stage development provides a wonderful basis for an appreciative change story in which it is not a matter of eradicating deficiencies as is usually the case, but of striving for an attractive and meaningful development.

Developing oneself further within the framework of the stage logic is very motivating for people

People recognise the logic of stage development very quickly. This logic makes sense to most people, which is why they are usually very curious about this development process.

Consulting people who are committed to their development is more fun

Consulting people who are committed to their development is much more fun than the usual changes, where many people struggle with resistance to change.