We assume that the road to identification, absorbing knowledge and ultimately autonomous, entrepreneurial action is a dynamic cycle. To this end, we have developed the “target-oriented commitment and actions” model. It illustrates a further aspect of the advisory and learning process. Initially, development processes do not serve to impart instrumental knowledge, but to promote skills. Organisational and personnel development need to take place earlier and in greater detail in order to have a more long-term and sustainable effect. 
It is first necessary to lay the foundations for stimulating new attitudes and to bring about a sense that a new era is about to dawn in the individual spheres of activity and hence also throughout the entire organisation. This basis is the prerequisite for the emergence of a sense of orientation in the ongoing development process. 

Which parameters therefore determine how a company functions, and in which order do they apply?

1. Results

The focus of any success-oriented organisation is on visible, tangible, measurable, and reportable results. The product, revenue, profit, growth rate, market share, importance, reputation, credit standing, and liquidity document the success and indicate whether the targets have been achieved. The source of these figures is rarely questioned as long as “everything goes according to plan”. But when things take a turn for the worse, attention inevitably turns to the conceivable causes. Why is this?

2. Process

Is this due to the process? A company’s results stem from procedures, processes and the actions of every individual involved. Any organisation hoping to improve its results will ultimately have to change its procedures, processes and actions, e.g. through new organisational, innovation, management and motivational concepts, new marketing strategies, new technical procedures, etc. But what if the results still do not reflect the desired success? What could be the cause?

3. Attitude / awareness

 Answer: The attitude and awareness of every individual working in an organisation determine their commitment, productivity and hence their actions. After all, by applying certain processes, your actions produce results. The nature of the awareness, with which the people stand behind their enterprises and organisations, ultimately determines whether they succeed or fail. Every strategy designed to bring about change or improve an organisation’s ability to survive must be based on attitude and awareness development involving all executives and employees. This is the starting point for all quantitative and qualitative growth. Not only each and every individual, but also the organisation stand to gain from the positive development of the attitude and awareness of the individuals working in an organisation.