KD business consulting deals with the humanization of the workplace, and the development of a new corporate culture,

a new business model, where not only the customer with his needs is the focus, 

and the question of how best to satisfy those needs, but above all it is the employee with his individual ideas, talents and strengths.

General assumptions of KD business consulting:

  •  A satisfied employee is an effective employee 

  • Employees work much better and more productively when they enjoy working.

  • How you treat your employees has a direct impact on the success of your business.

  • Every single employee is capable of so much more than his job description demands of him / her.   

  • The most important resource in a company is not the product you sell  or the service you offer, but the inexhaustible human resource of your employees.

KD business consulting would therefore like to help find answers to the following questions:

  • Under which conditions do people work in the best way?​

  • How can employees be encouraged to do better work?    

  • Which corporate structure allows the highest efficiency and effectiveness?

Essential elements of KD business consulting:

  • Motivation

  • Inspiration

  • Teamwork

  • Brainstorming

  • Time Management

The old, dying corporate structure is based on strict authority, hierarchy, bureaucracy, the monitoring and control of employees who are expected to perform their job blindly without even thinking about how to improve the work process.


This has devastating effect on the employees, who are quite bored and unmotivated doing the same job every day in the same manner. Their main motivation for this is their salary, and they work without real motivation and interest towards the end of work, the weekend and the holiday. Stress and burnout are therefore wide spread symptoms.


The unspoken philosophy in such a company is: You are not here to think, but to work, and this has a direct effect of the attitude of the employees, and the overall work environment. Communication is often only one-sided, where supervisors, management and superiors give instructions to employees, and then expect them to do what the are told without even thinking about it. 


Titles of supervisors and their authority are more important than their skills and competence. Meetings are mainly held between management and supervisors, and even though sometimes employee training takes place, this is  only conducted by clients  and other trainers. Employees are mainly present to passively observe, and have little influence over the course of the meeting.

Meetings between employees who work together on specific projects almost never happen, even though they know best what problems exist and how to solve them. Changes are almost exclusively handed down from the upper hierarchy level in the form of rules and regulations, and employees have almost no influence over them. Ideas, ambitions and creative suggestions from the employees are often suppressed and go under in the bureaucratic and mechanical nature of the company.

Employees are spoken to only if they make a mistake, then they are being  cautioned and reprimanded, but they are almost never praised, and there are very few incentives that reward good work. The result is that most of the staff is dissatisfied, they feel bored, tired and stressed out.

This picture is completely different in a company, which adpots the new and progressive corporate philosophy of KD:

The focus here is not so much on the unchanging work process, the rules, regulations or the authority, but on how best to master the work that needs be done. To accomplish this, everyone in the company, from unskilled workers, part-time workers, long-time employees, supervisors, managers, and senior management work together like a well-rehearsed team, where everyone can rely on each other. The hierarchy level is very flat, allowing easy sharing of important information that is relevant to efficiently managing the work.

Therefore, changes and new work processes do not come from a supervisor, but are the result of an open exchange between all employees, who  collaborate together in order  to find out which actions can best serve the overall purpose of the company.

Team meetings take place on a regular basis  between employees who work together on the same project. They can learn a lot from each other because they have the most experience in the work they do. They also have many valuable ideas that can help them do their job better. When they interact with each other, it also has a positive effect on the morale and motivation of employees who feel they are an important part of the company,

Monitoring, control, rules and regulations are less necessary in such a company because each individual employee is responsible for himself and the quality of his work. The role of "supervisors and managers" is primarily that of a point of contact, someone who provides the members of his team with the right tools, which are necessary to do their job. If someone makes a mistake, this is not seen as a reason to reprimand the employee, but this is a way to learn valuable lessons from it in order to work even more effectively in the future.


Another important part of this new corporate philosophy is the constant motivation, inspiration and training of employees. To achieve this, various incentives will be used, rewarding and promoting good work. Many companies have completely neglected this. They simply expect their employees to do a good job without thinking about having to set a goal for people that motivates them to want to improve themselves and their performance.


The importance of having fun in the workplace should not be underestimated either. Fun,  good humor, and the laughter of co-workers, all this contributes to a higher quality of work. This is especially important in customer service, where employees deal with a wide range of customer issues and concerns on a daily basis. Of course, then the employee's condition, his satisfaction, sense of equanimity and good mood have a direct impact on the quality of how he or she relates to the customer.


Good employees are not simply those with a good education and are then hired, but good employees are developed. They are the result of a positive working environment that promotes the interests, ambitions and ideas of employees. How successful a business is depends directly on how it recognizes, develops and applies the untapped potential of its employees.


This then creates  a working  environment. in which every single component, from good computer programs, to pleasant break rooms, good coffee, insentives for better work, nice pictures on the walls, plants, together with a good natured  and well motivated workforce, all contribute to a maximum of efficiency and effectiveness 

If you are interested in changing your working environment as described, I would be very happy to hear from you. During a free and non-binding consultation, I would like to give you some more of my ideas, and then come up with a customized plan  to help you and your specific situation.