The Law of Old Men – Foresighted Self-Renewal

According to the „law of old men”, top managers in their 50s make decisions that are in favour of their positions in the company, but may conflict the company’s future. Therefore, necessary change processes are argued away by the resistance from the colleagues. This is what is observed for years by Peter Noli, Professor of…

PERFORMANCE SIMULATOR® is now registered as word/figurative mark

Our innovative training tool PERFORMANCE SIMULATOR® has been successfully registered as a trademark by the Office for Harmonisation in the Internal Market (HABM) and is thus protected as a word/figurative mark across the EU in all required classes. The Trademark registration emphasizes the uniqueness and quality of the PERFORMANCE SIMULATOR®. The legitimate brand protection of the training…

“Coaching” Competence for Chinese Teachers

Together with East China Normal University (ECNU), the first-class pedagogic university in China, we established the “ECNU-S&P Research Center for ICT-Enabled Systemic Changes and Innovations” in the Spring of 2013. The research center’s goals are to develop and validate appropriate concepts, models, methods and tools, enabling an effective utilization of the information and communication technologies…

Renewal of the Certification “Certified Management Consultant”

The title “Certified Management Consultant” has been conferred on Guest Professor Robert A. Sedlák East China Normal University (ECNU) Shanghai by the Federal Association of German Management Consultants (BDU) for another three years. Robert A. Sedlák has hence been holding this internationally approved title for 15 years. The title is awarded to full-time management consultants,…

Beratungsleistung: Menschen -S&P Consulting

Competence Management as a Strategic Tool

Due to the social and economic conditions’ rapid dynamics of change, management faces the challenge of adapting the organization’s vision accordingly. In this context, organizational and personal competences play a central role: An organization must be capable of monitoring external development as well as seizing existing impulses, to then evaluate them in-house and use them…

Mobile Learning Injects New Impetus for Staff Development

Facing dynamic markets, constant technological changes and growing demands for innovation, organizations have to learn more rapidly and efficiently. The interlinked learning and change processes have to be established successfully within an organization, while the workability and employability need to be retained. Continuous competence development plays a central role in this context.