The institutionalisation crisis

EFA Flex, which started out as a garage business typically organised around charismatic leaders, turned to us at a moment of institutional crisis following its success in recent years, to help it grow in the right direction and in the right way.

When a successful company reaches a certain size - in terms of staff, turnover, etc. - they often continue their work with the conviction that "this is how we have been doing it - so it will continue to be successful". But the lack of recognition of the change needed is one of the biggest and most damaging misconceptions. It is always difficult, but it is necessary to overcome the mental crisis that innovation is desirable and profitable in the long term. The joint work is due to the fact that the management of EFA Flex, and the decisive owner and manager Attila Köbli, have recognised this very well.

Through intensive cooperation over the past years, with a focus on team building and cooperation development, we have made many instructive steps towards improvement. With a new ownership and a management team that has changed in composition since then, the development is continuous.

The importance of voluntary participation

Change is always difficult and creates resistance, even with supportive leadership. It is common that when someone hears that training is needed, they see it not as an opportunity but as a punishment, or they think they are not good enough and there is a problem with their job. 
Company management often makes it compulsory for employees to take part in various development and training courses; volunteering is not at all common, even though it is very important - if not necessary. As a consultant, one of the biggest challenges of development is to deal with the resistance that arises. This has been proven in our present work, as has the effectiveness of enabling voluntary participation.