This is us

Neuland Development

For more than 25 years, we have been consulting and supporting the development processes of people, teams and organizations in order to exploit possibilities, take advantage of opportunities and cross boundaries. The central instruments of personnel and organizational development such as training, workshops, team development, coaching, moderation, large group formats, surveys, etc. ultimately all have one goal: to promote your development in the best possible way and thus ensure your long-term business success.

DEVELOPMENT says it all. Nothing more is needed in our name. What is needed, however, is an intensive exchange with you – our customers – in order to plan and implement the development measures that are right for you. Together with you, we not only work on the existing, but also always with the perspective of all that is possible.

Do you sense hidden potential in your company and want to leverage it and go beyond it? Then talk to us. Together we will find tailor-made solutions for your DEVELOPMENT.

Our consulting services at a glance

We consult | qualify | accompany

International premium provider of personnel, leader and organizational development measures
Founded in 1998 with headquarters in Fulda
30 permanent employees and 35 associated trainers
Trainer pool throughout Germany (Hamburg, Munich, Stuttgart, Heidelberg, Cologne, Frankfurt, Berlin, etc.)
International trainer pool (Spain, USA, China, Brazil)
Languages: German, English, Portuguese, French, Spanish, Chinese
Work with a scientific advisory board
Academic and scientific cooperation as a basis for ongoing research and professionalization
Strong cooperation partners
Memberships in professional associations and networks

Our way of working

Cooperative and professional

Results and effectiveness

Achieving results together in terms of long-term and sustainable development work
Regular coordination for the continuous optimization of content and methods

How do we select trainers?

The selection is made in close consultation with our customers (thematically and target group-oriented)
The personal fit between trainer personality and client system is very important to us
Trainers and coaches have corporate and management experience
Continuing internal professional development (e.g. the Neuland trainer and moderator training, partially coaching training)
Shadowing by internal or associated colleagues and team supervision

How do we design?

Together with the target group and the client
If appropriate via “personas”
Close coordination with other measures in the client organization
Involvement of “experts” from other organizations

How do we ensure that the measures are up to date?

Through iterative learning processes
Participants become active co-creators
Focus on the specific needs of the participants
Exchange with experts and use of forums

Wie wir arbeiten

Our attitude

We consult | qualify | accompany

Constructivistic

We assume that every perspective is important and therefore actively support our clients in adopting different perspectives.

Systemic

When working with our clients, we look at the entire system, not just individual aspects. We think in a networked – not linear-causal – and dynamic – not static – way. We understand human behavior in the context of social relationships.

Agile

In complex development projects, we proceed systematically in manageable steps in order to be fast: to deliver initial results quickly, to learn quickly and to continuously adapt services to requirements.

Action-oriented

We define relevant transfer goals and promote personal responsibility for learning and transfer success.

Humanistic

We are convinced that every person has the potential to grow and to find solutions.

Holistic

We focus on the whole person and the whole process.

Appreciative

We work with our clients as equals in a spirit of trust.

Focus of our work

All measures can be individually tailored to your needs.

Organizational development

Cultural development
Learning organization
Resilience
Agility
Process support
Change & Transformation

More about organizational development

Personnel development

Moderation & Communication
Learning & Development
Leadership
Team development & Collaboration
Self-management & Well-being
Coaching

More about personnel development

Leadership development

Leader development programs
Lateral leadership
Leading hybrid teams
Coaching competence for leaders
Individual coaching for leaders

More about leadership development

Our understanding of quality

At a glance

Qualifications of the trainers/coaches

Trainers and coaches have corporate and leadership experience
Regular internal training
Shadowing by internal or associated colleagues and team supervision
Strengthening innovative and professional capabilities by attending trade fairs and specialist events (e.g. SHRM, Learntech, XING SE events)
Internal and interdisciplinary ‘Swap Ideas Days’ to exchange ideas and learn from each other with regard to new, innovative content and formats
Monthly ‘Team-Fridays’ for team development and cultivating mindfulness

Outcome and effectiveness

Immediate feedback from participants following the completion of a measure
Delayed follow-up survey using a questionnaire
Client specific questionnaires to the participants
Regular exchange with clients to understand their needs and adapt measures accordingly

Process and quality in training

Work in trainer tandems, depending on the assignment/project/development program (with internal or associated colleagues)
Provision of training-relevant materials such as workbooks, presentations and prepared photo protocols
Availability for questions after the training

Design guidelines

of our training and development measures

Learning as a meta-competence and agile learning skills are basic prerequisites for being successful and future-oriented in today’s world. The following success factors are derived from this understanding:

Tying in with the everyday reality of the participants

Theoretical inputs, models and exercises are tailored to the participants’ practical experience and everyday life. Ideally, we work directly with real-life cases.

Mixture of social and self-directed learning

The concept follows the latest findings on the subject of learning. The focus is on self-directed and independent learning, social learning and networking. Learning thus becomes a meta-competence of the entire program. The focus is on learning from and with each other, taking into account concrete everyday situations of the participants.

Focus on transfer

Each module ends with the individual development of a transfer plan and the definition of high-priority tasks for the respective participant.

The involvement of the participants’ superiors ensures the monitoring of learning progress and the comparison of self-image and external image.

Relevance

The program repeatedly appeals to the intrinsic motivation of participants to continue their professional development. The participants become active co-creators instead of consumers and learn to transfer this to their own (leadership) behavior.

Designrichtlinien