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Schubart & Dulgeridis
Research · People · Transformation
Re- & upskilling
Upskilling rarely fails for lack of will. It fails for lack of learning time.
We don't start with a catalogue — we start with the finding. From it follow seven fields of action and twenty-one formats — you choose only what works.
Source: our own format portfolio, derived from Pulse-Check and Gap Map diagnostics, as of September 2026.
Focus
Banks & savings banks
+ Law firms
+ Mid-sized companies
+ Financial services
+ Public sector
Seven fields of action
Choose the lever. The formats follow.
Each field leads to three bookable formats for department teams, leadership or executive management — from a half day to a multi-month programme.
Field of action 01 · Leadership — Build orientation and trust.
- Communication Architecture for Change — Workshop · 1 day. Target picture, core messages and cascade from the executive board down to every department. Leadership and executive management
- Leading Through Uncertainty — Workshop · Half day. Handle resistance and ambivalence constructively, and read concerns as signals. Leaders at all levels
- Anchors of Trust — Sparring · 3 × 2 hours. Reflect on leadership stance and communicate decisions consistently. Executive management
Field of action 02 · People — Enable people and clarify roles.
- Role Clarity Through Change — Team workshop · 1 day. Make the shift in tasks tangible and develop a realistic profile for the future. Department teams
- Prioritise Instead of Overload — Workshop · 1 day. Strengthen self-organisation and resource planning under time pressure. Department teams
- Future Skills Check — Coaching with group workshop. A skills inventory and individual learning path, not just tool training. Department teams and HR development
Field of action 03 · Culture — Make change stick.
- Strengthening a Culture of Learning from Mistakes — Workshop · 1 day. Establish learning loops instead of blame, jointly for teams and leadership. Teams and leadership together
- Clarifying Responsibility — Workshop · Half day. A responsibility matrix and clear guardrails for grey areas. Department teams and compliance
- Resilience Through Change — Workshop · 1.5 days. Cope with the pace of change and hold ambivalence constructively. Department teams
Field of action 04 · Organization — Build structures for change.
- Developing Clear Ground Rules — Workshop series · 2 days. Define usage rules, approvals and escalation paths that work in practice. Leadership and department teams
- The Navigator Model — Series · 3 × 1 day. Enable internal multipliers to carry knowledge across the organisation. Multipliers and leadership
- Confident Data Handling — Workshop · Half day. Guardrails for sensitive data and practical review routines. Department teams, data protection and risk
Field of action 05 · AI Readiness — Pair technology with acceptance.
- AI Acceptance Workshop — Workshop · 1 day. Work out the conditions for buy-in and weigh concerns against the benefits. Department teams
- Participatory AI Introduction — Design thinking · 1–2 days. Employees identify their own use cases instead of a top-down rollout. Department teams and leadership
- From Pilot to Rollout — Accompanying programme · several months. Evaluate pilots, decide on scaling and make progress measurable. Executive management and project leads
Field of action 06 · Business Model — Secure the business model of the future.
- Business Model 2030 — Strategy retreat · 1–2 days. Develop a model built for technology, competition and demographic change. Executive management and the board
- Rethinking the Value Chain — Executive workshop · 1 day. Prioritise use cases by impact and organisational feasibility. Executive and divisional leadership
- The Employer Brand of the Future — Strategy workshop. Develop a credible transformation story as the foundation of the brand. Executive management and HR board
Field of action 07 · Resilience — Spot strain early, before it tips over.
- Recognising Strain — Workshop · 1.5 days. Six areas of strain, early indicators and the line into overload. Teams and leadership
- Conversations Under Overload — Workshop · 1.5 days. Raising overload, de-escalating, and supporting return after absence. Leaders at all levels
- Healthy Work Organisation — Workshop · 1 day. Working hours, availability, interruptions and priority logic. Teams
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From finding to format
Four steps. No catalogue shopping.
Diagnosis
The Pulse Check shows where leadership and employees diverge.
Priority
The Gap Map names the most urgent fields of action.
Selection
A single format, a three-part series, or a multi-month accompanying programme.
Transfer
A follow-up Pulse Check proves what actually worked.
The next step