What was your first impression of the RedZebras?
“The first impression was very pleasant. Especially their sincerity and curiosity, their intrinsic motivation to search for a solution that makes a real difference in practice, that’s what attracted me.”
Why do you always introduce the RedZebras internally to new projects and initiatives?
“Firstly, because of the positive feedback we receive from our colleagues regarding their training and working methods. Furthermore, I appreciate being able to spar informally with them. There are always short lines of communication, and the contact is quite personal. With them, you know: the result won’t be ready-made. There is flexibility—they truly think along with you and react to outcomes of the sessions. At the same time, they’re pragmatic and never lose sight of the goal. That sets them apart from the bulk.”
In what way are the RedZebras especially experienced?
“They understand that things sometimes take a long time. They understand that dynamic in a large organisation. Another thing I notice is they’re not commercially minded. They’re defined by a certain drive and honesty: if we do it this way, you’ll spend less time and less money, but still deliver results.
For example, we tried unlimited coaching for a while. It was hardly used. Sebastian came back to that topic on his own initiative: let’s do this differently, otherwise it’s a waste. So I don’t have to worry about being deceived.”
They understand that dynamic in a large organisation.
What kind of results do you see back in the organisation, thanks to the RedZebras?
“In the feedback from colleagues, we hear that the trainers are sharp. Mirrors are held up and it works. A lot is changing in our organisation. At the same time, we employ people who are tremendously smart, but sometimes not as skilled in collaboration and execution. We see that the RedZebras’ training helps people build confidence, feel powerful and achieve results, for themselves, as well as the team and the organisation.”