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REWILD is the way!
Here some examples of how our philosophy takes shape in real consulting intervention.
REWILD & Senses
Q: What does “perception” mean in a consulting context?
A: In our work, perception means helping organizations recognize weak signals before they become problems or missed opportunities. We focus on what is sensed but not yet structured — customer feedback, operational frictions, emerging behaviors — and we help transform these early signals into strategic insight.What does visibility mean in your consulting interventions?
Q: How do you bring perception back into decision-making?
A: We work directly with leadership and frontline teams to reconnect strategy with lived reality. This often means redesigning how information flows, what is listened to, and who is involved in sensing change — before metrics alone define the narrative.
REWILD & Training
Q: How does RE-WILD approach onboarding and training?
A: Training is not just about transferring knowledge — it is also about mutual evaluation. We design onboarding processes where new collaborators become productive early, while managers can observe essential qualities such as focus, reliability, adaptability, and learning capacity.
Q: What role does the trainer play in this approach?
A: The trainer is guided by a dedicated framework that clarifies what to observe at each stage of the process. This allows training to remain efficient, objective, and aligned with real work — without overloading either the trainer or the organization.
REWILD & Visibility
Q: What does visibility mean in your consulting interventions?
A: Visibility means making strategy tangible and shared. We help organizations create simple, visual systems that show where they are, where they are heading, and how things are evolving — without relying solely on digital tools or hidden dashboards.
Q: Why is physical visibility still important today?
A: Human attention is deeply visual. When strategies and priorities are visible in everyday spaces, they silently align teams, create rhythm, and encourage dialogue. This shared visibility often reduces misunderstandings and improves coordination without adding meetings or report.
REWILD & Probl. Solving
Q: What does “perception” mean in a consulting context?
A: In our work, perception means helping organizations recognize weak signals before they become problems or missed opportunities. We focus on what is sensed but not yet structured — customer feedback, operational frictions, emerging behaviors — and we help transform these early signals into strategic insight.What does visibility mean in your consulting interventions?
Q: How do you bring perception back into decision-making?
A: We work directly with leadership and frontline teams to reconnect strategy with lived reality. This often means redesigning how information flows, what is listened to, and who is involved in sensing change — before metrics alone define the narrative.
REWILD & Goals
Q: How does REWILD approach goals and targets?
A: Goals are essential, but they should act as orientation, not restriction. We help organizations use objectives as reference points that illuminate the path, while keeping enough flexibility to capture opportunities that emerge along the way.
Q: What happens when goals become too rigid?
A: When goals dominate attention, teams may overlook valuable signals simply because they fall outside the plan. Our work helps leaders redesign how goals are used — so they guide action without limiting adaptability, exploration, or learning.Connection is a core part of the process. You’ll learn just as much from the group as from the content itself.
REWILD & Context
Q: Why is the work environment important in the REWILD approach?
A: REWILD considers context an active force that shapes attention, behavior, and performance. Light, air quality, colors, plants, and spatial organization influence how people think, focus, and interact. When the environment supports human rhythms, individuals remain more alert, balanced, and capable of making clear decisions.
Q: How does REWILD intervene on context within organizations?
A: We observe how spaces, routines, and daily habits either regenerate or drain energy. Small, targeted adjustments — from meeting areas to shared spaces and food culture — help create conditions where people feel mentally and physically supported at work. The goal is not comfort, but presence: enabling performance that is sustainable, resilient, and deeply aligned with human nature.
Reconnect with your body and mind as you escape the noise of everyday life.