From the sales conversation to company leadership. Tailored development for teams and managers. Experience since 2001, multinational clients and a specialisation in pharmaceutical companies.
Company management
Company Management: Aligning Strategy, Performance and People
The leadership team sets a new priority, but the next performance review still focuses on the previous goals. Teams can each perform well while pulling the business in different directions. Company management consulting at ED Development connects strategy, performance and people development so that everyday decisions support a shared direction. We draw on experience in organisational development since 2001.
Definition
What is company management?
Company management covers setting an organisation’s direction, organising its work and evaluating results.
At ED Development, we focus on aligning strategy, performance and people development so that company priorities guide how teams work.
When a company changes direction, its goals, employee performance reviews and support for managers need to reflect that change. Company management addresses these connections across the organisation. We work with senior leaders and HR across four areas, focusing on what the organisation needs to change.
Solutions
Four areas of company management
These four areas cover business direction, performance management and people development. We select topics based on a training needs analysis and the objectives agreed with senior leaders and HR.
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Clear direction for teams
Business strategy
Explore business strategyConsultancy and workshops for senior leaders, focusing on corporate and commercial strategy. We help connect decisions about the company’s direction with team objectives so that each department understands how it contributes to overall results.
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Clear expectations for performance
Performance management
Explore performance managementWe connect competency frameworks, performance review conversations and development plans for sales and management roles. This helps your organisation clarify what it expects of its people, how their work is assessed and how it develops talent.
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Values that guide decisions
Corporate values and culture
Corporate values and cultureWe help articulate corporate values and put them into practice in the work of managers and teams. What matters is how people use them to make decisions, work together and respond to situations in the business.
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New ways of working
Change management
Explore change managementWe support changes to processes, behaviour and the way your organisation operates, including restructuring. We help prepare managers and teams for what the change means for their responsibilities and everyday work.
Common business challenges
When your business needs a consistent management approach
Company management consulting can help when a problem goes beyond one person and recurs across several teams. This may involve conflicting priorities, inconsistent performance reviews or a change approved by leadership that has yet to become part of everyday work. The priority is to identify where the business needs to initiate and manage changes to its strategy or processes.
- Leadership sets a new priority, but departmental objectives remain unchanged.
- Sales, HR and managers disagree on which capabilities the business needs to develop.
- Each department uses different criteria to assess employees’ work.
- Performance reviews take place, but there is no follow-through on the agreed development plans.
- Responsibilities change during restructuring, but people continue making decisions under the old rules.
- Managers interpret corporate values differently, leaving teams without a consistent example to follow.
- The company wants to develop talented people, but there is no agreement on the criteria for selecting them.
- Individual teams meet their own performance targets while the company’s shared goal remains unmet.
How we work
How your tailored company management programme works
The development programme moves from needs analysis and design to practical application and skills assessment. In company management, we connect your agreed business objectives with what managers and teams need to do differently.
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Analysing needs and objectives
Together with senior leaders and HR, we identify gaps between expectations and day-to-day practice. Interviews and, where relevant, observation of work help us set programme priorities and evaluation criteria.
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Designing your tailored programme
We select the areas directly relevant to the agreed objective. We tailor the content, scope and format to your company’s circumstances and the people who will put the new approaches into practice.
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Applying new approaches with coaching
Modules are spaced 3 to 5 weeks apart so participants can use the new approaches in their own workplace. Coaching helps them review their experiences and the obstacles they encounter during implementation.
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Skills assessment and evaluation
We conclude the programme with an assessment of participants’ new skills and certification. We evaluate results against indicators agreed in advance. Depending on the programme’s focus, these might include the quality of performance review conversations or how managers apply a new approach to leading their team.
FAQ
Frequently asked questions
- since1993Management experience
- 25+Years of business development
- 60+Multinational clients
Didn’t find your answer?Elena Demeková, CEO and Senior Consultant
What can company management change if we already have a business strategy?
Company management helps translate your existing strategy into goals, performance reviews and people development. What matters is whether each team understands what the strategy means for its work. If new priorities do not shape how teams work, a gap opens up between leadership’s plans and everyday decisions. We focus the programme on where that connection is missing.
When do we need company management, and when do we need management development?
Company management addresses how the organisation operates as a whole, while management development focuses on how managers lead their teams. If the company lacks agreement on goals or performance criteria, the work needs to happen at organisational level. When the framework is clear and managers need support applying it, our people management programmes can help.
How can we connect performance management with employee development?
A performance review should lead to a clear decision about further development. Start by defining the results and competencies expected in the role. The review conversation then identifies what the employee does well and where they need support. These findings inform a development plan with agreed actions and a follow-up review of how they have been applied at work.
What does change management involve when a company changes its ways of working?
Change management involves preparing people and the organisation for new ways of working. When processes or responsibilities change, people need to understand why, how the change will be introduced and what each team is expected to do. It is important to check that people understand the new requirements and can apply them in everyday work.
How do corporate values shape everyday decisions?
Corporate values become part of everyday practice when managers and teams understand what they mean in specific situations. For example, a commitment to collaboration should be reflected in how people share information and solve problems together. Our programmes therefore explore the behaviours that express each value and how managers reinforce them through their own actions.
Can we start with one area without changing the entire management system?
Yes. The scope of our work can focus on a specific need, such as performance reviews or preparing managers for change. During the analysis, we also examine connections with other areas. If a new approach depends on a leadership decision or on how goals are set, we account for this in the proposal. The scope should reflect the problem you need to solve.
Is the development programme suitable for pharmaceutical companies?
Yes. When designing programmes for pharmaceutical companies, we also draw on our consultants’ own management experience in the sector. We tailor the content to participants’ responsibilities and the way their teams work. For sales teams and managers, we take account of the specific demands of working with medical representatives and healthcare professionals. Explore related programmes in our section on development for pharmaceutical companies.
Where do business priorities get lost between leadership and teams?
Tell us about a decision your company is struggling to put into practice. Together, we will explore how it relates to goals, performance management and people development. When designing our work together, Elena Demeková draws on 33+ years of management experience (since 1993) and 25+ years of experience developing organisations (since 2001). An initial consultation helps identify where to start and what support senior leaders, HR and managers need.
