Consulting and developing
Besides producing training services, we have an excellent track record in carrying out various development projects.
We have an extensive network of experts in different fields, and we also offer coaching, mentoring, and guidance.
Scenario formulation is one way of predicting changes. Scenario formulation helps to identify forces of change and to understand alternative future developments.
HAUS provides state organisations with participatory coaching for predicting changes in the operative environment, for the assessment and development of strategies, for strategic reflection and for the identification and analysis of the organisation’s mindset.
The role of strategic management has become increasingly important in public administration. Identifying the primary goals and key reforms is the key to success. The government’s primary goals and areas of focus guide resource allocation. Merging of the political process and the resource process continues.
Phenomena-based development of political actions requires strategic collaboration between different fields of administration. What is important is to build and consolidate trust between different actors.
HAUS is strongly involved in the development of tools and operative models for strategic leadership and guidance of public administration. Development of strategies is based on a collaborative effort between authorities, customers and stakeholders.
The planning effort utilises strategy maps and experimental working methods. This development forms the basis for an implementation plan of actions required, complete with schedules and persons in charge.
Performance guidance becomes a more and more integral part of the execution of the government platform. The economical framework of each parliamentary term and the planning of general government finance and the annual budget proposition form the basis for performance talks and agreements between state organisations.
The development service offered by HAUS helps organisations focus their efforts on points that can be expected to produce maximum impact, making performance guidance an instrument for executing the overall strategy.
Continuous development of the working methods and procedures used by steering committees and continuous improvement of results require that committees regularly assess their own operations, the objectives set for them, the results achieved and their impact.
HAUS has a long tradition and solid knowledge of developing the work of the steering committees of state bodies. Development work usually starts with an assessment performed together. After this, the HAUS coach supports the initiation of the development tasks that have been agreed on.
Sometimes this assessment alone is sufficient, and the steering committee is able to execute the changes without assistance. The basic method is group coaching, with one-to-one coaching of the steering committee members available if required.
The aim is to promote a uniform culture of leadership guided by the organisation’s values, mission statement, vision, strategy, rules of procedure and guidelines – across the entire organisation. The culture of leadership is made stronger by learning things together and discussing matters and courses of action.
The service supports leaders and managers in successfully performing their tasks and developing their own leadership. What is important is to create an active, collaborative learning process that makes it easier to understand and internalise the content and support learning through peer support. This process is integrated closely with the everyday work and operation of the organisation.
The development service can be supported with steering committee coaching, personal assessments or the development of a coaching-oriented culture of leadership.
To complement the coaching and training services, HAUS also offers guidance services.
Coaching is a discussion where the coach helps the learner take command of his or her own resources in order to reach goals and achieve better results. Coaching is successful when the learner finds a way to proceed with the issue or problem challenging him or her, and is enthusiastic.
Mentoring is a guidance method intended to transfer experiential knowledge and competence. A competent, experienced mentor helps and advises the actor. Mentoring relationships are based on openness, mutual trust and equality. Their aim is to enable the learner to move ahead on his or her career path and support professional development.
Guidance supports the professional identity, performance and creativity of an individual, a group or a professional community. It focuses on work, the workplace community and work roles. It is strongly related to experience and emotions and their interpretation and analysis with the supervisor/guide. The key instrument in guidance is the interactive process between the guide and the learner.
Guidance of workplace communities is used to support the functionality, cohesion and identity of the community. It advocates good leadership, an organised way of working, good atmosphere within the working community, the implementing of changes, maintenance of working capacity and the prevention and resolution of conflicts. Workplace guidance is usually paired with guidance of the manager to assist him or her in the leadership position.