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Testimonials
The collaboration with AOAIO was extremely valuable for our project to develop common principles in the 1st pillar. Thanks to the professional moderation, the structured approach and the clear documentation of the results, we were able to successfully advance the coordination between the various stakeholders. AOAIO supported us with professional expertise and a precise understanding of our challenges – a collaboration that we greatly appreciated.
Tom Tschudin
Chairman of the Executive Board – SVA Basel-Landschaft
Sparring with AOAIO helps me to structure and reflect on my thought processes. The input from the external perspective is very valuable for me when making decisions
Dominique Kaspar
AXA, Head of P&C
AOAIO has experience in both industry and the financial sector. In the exchange from SME to SME, we felt comfortable and taken seriously right from the start. They supported us with change management. Using the Shared Why approach, we were able to change the corporate culture in such a way that change is met more positively and managers are strengthened in their role.
Fabio Semadeni
Bank SLM, CFO
Every challenge needs a tailor-made solution
References are a company’s calling card – and we are proud of the trust our clients place in us. Our projects speak for themselves: from successful implementations to long-term partnerships. If you’re interested in specific examples from your industry, feel free to reach out – we’re happy to provide you with relevant insights.
Tailor-made support for women in management▼
Challenges
- No clear view of their own strengths and potential
- Lack of protected space for reflection & development
- Tools that enable leadership at eye level
- Support that adapts to the reality of their lives
Our approach
- Zortify Leadership Profiling: Clarity about individual leadership strengths, values and areas for development
- Empowerment through self-reflection: Understanding your own leadership behaviour with AI-supported analysis
- Sparring with (female) sparring partners
- Workshops & peer formats: By women, for women – with space for exchange, learning and inspiration
Outcome
- More self-confidence in your own leadership role
- Targeted development instead of standard coaching
- Strengthening self-image and role awareness
- Learning from each other – women exchange ideas in workshops and discuss topics relevant to them
- Better retention & development of female managers in the company
Assessment to increase the efficiency of the service area of an IT service provider▼
The core objective of this assessment was to identify specific measures to increase the profitability of the service area of an IT service provider in the banking sector.
Challenges
- Historically evolved processes and procedures in the service area
- Changing customer expectations and requirements
- New target operating model as a strategic objective
- Identification of potential for increasing profitability and efficiency improvements (cost reduction, time savings, quality improvements)
- Human transformation: need to change the mindset of employees
Our approach
- Prioritise focus topics: Prioritise and define focus topics
- Process analysis: Identification of duplication, inefficiencies and need for change (strategy implementation)
- Gain customer perspective and active stakeholder management
- Identification of quick wins
- Investment proposal with concrete and quantified options for action
Outcome
- Concrete savings by means of options for action per focus topic with business cases (quantified cost/benefit ratio): Basic measures (service management, knowledge management, project management), optimisations in the change management process, optimisations in the operations management of the platforms
- Quick wins with short-term potential to increase efficiency and earnings
- Proposals for human transformation (mindset continuous improvement, cultural change, etc.)
- Backlog with further potential to increase profitability in the longer term
Team Development for a Strong Executive Leadership▼
Following personnel changes in the Executive Board, the focus was on reshaping the team and strengthening collaboration:
Challenges
- Integrating of two new Management Board members
- Identifying and defining clear priorities for collaboration
- Discovering and adapting the foundations for a high-performance team
- Promote openness in the team and deepen mutual understanding of personalities
Our approach
- Prebriefing on Zortify GROW for preparation and goal clarification
- Individual debriefing on the personal assessments of the members of the management team
- High Performance Teaming Workshop to jointly develop team principles and priorities
Outcome
- Better mutual understanding and stronger collaboration
- Full integration of new team members
- Clear distribution of tasks and defined follow-ups
- Greater efficiency thanks to concrete agreements from the workshop
Leadership development at a regional bank▼
Self-reflection as the key to successful leadership. Only those who know themselves well can truly understand others and lead them effectively. This is precisely where leadership development at a regional bank came in – with the aim of breaking up traditional structures and establishing a modern leadership culture.
Challenges
- Strongly traditional understanding of leadership
- Young and new employees hardly dare to give feedback
- Different ideas of change within the team
- Desire for more innovation and initiative from employees
Our approach
- Prebriefing on Zortify GROW for introduction and goal setting
- Group workshops (3-4 people) for self-reflection and clarification of values in leadership
- Summary of workshop results and presentation to the entire management team
- Individual follow-up with selected managers based on their personal assessments
- Definition of a clear process for the introduction and development of future managers
Outcome
- Strengthened ability to act through in-depth self-reflection
- Development of an open and constructive feedback culture
- Clearly defined, practised leadership principles
- Transparent overview for the targeted development of all employees – including talent management
Process & organizational development of a regional bank▼
Challenges
- Existing processes are organized decentrally and need to be merged efficiently.
- Lack of uniform understanding of processes. Different teams work with varying standards and methods.
- Organizational development & human transformation. The restructuring must be designed in such a way that all employees are taken on board and actively involved.
- Clear strategic direction. A shared understanding of the “why” of the transformation is essential in order to create broad acceptance.
Our approach
- Process design with a focus on centralization: development of efficient, standardized processes with direct practical relevance.
- Organizational development: Structured support for the transformation in order to anchor new processes sustainably.
- Human transformation: active involvement of employees to reduce resistance and promote acceptance.
- Shared Why as a basis: Joint development of the overarching objective in order to get everyone involved right from the start.
Outcome
- Standardized, centralized processes with high practical relevance
- Sustainable anchoring of the new organization and way of working
- High employee acceptance through active participation
- Strengthened identification with the transformation through a common “why”
- Increased efficiency and clarity in day-to-day collaboration