nextpractice’s unique approach to consultancy draws on the principles of self-organization and chaos theory, and in the broadest sense can be seen as a systematic approach. In a narrower sense it is an epistemic approach (tailored to the acquisition of new insights and knowledge) in which all the measures and interventions along the consulting process are derived from special analyses of corporate culture and the market conducted in close collaboration with the client. In other words, nextpractice does not deliver readymade solutions but rather instigates open-ended intelligent processes which consistently draw on the knowledge, skills and abilities inherent in the organization to produce the best possible results. The prerequisites for a successful development process are involvement of as many as possible, alignment with results and commitment of top management. These are the three essential factors for ensuring that change is credible, relevant and productive of resonance.
A further success factor is ensuring that all interventions are closely aligned with the operative side of business and take pains to involve the broadest number of participants. Theory weighted discussions about aspirational types of attitudes and behavior are of little value and generally lead only to dissatisfaction and alienation. Take cultural change, for instance, which is not a project objective but the outcome of a long-term transformation in the daily modes of work and forms of personal interaction found in the company. Such a backdrop highlights the vital importance of having a basic common understanding of what the corporate culture means to all employees of the company as a prerequisite for a development process that is resonant, successful and carries long-term viability.