1. Change management

    what is it?

    The success of an organization depends more and more on its ability to adapt to changing market conditions, as well as changes due to its own growth.

    Consequently there are two aspects that must be considered: the individuals’ acceptance or even willingness to change and alignment of individual and group skills to the new situation.

    The first aspect is perhaps the most delicate because the ability to accept change is almost always irrational and even the most emotionally intelligent people experience strong resistance. It is also clear that if we do not overcome these barriers, aligning skills can become very difficult, even impossible.



    We aim to make people aware of:

    • why change is necessary;
    • why it is not helpful to resist change.

    Having achieved this first crucial goal we address the issue of skills, to clarify:

    • what to change to adapt to new roles;
    • how to acquire new skills.

    With managers, in addition to the points listed above, we also work to clarify issues of change and its processes in two directions:

    • communication, – what and how to communicate;
    • developing people who have to acquire new skills to align with the change.


    who is it for

    Change management training is aimed at people who “are subject to” the change, as well as those who will implement change.


    our approach

    To understand the reasons for change and highlight its inevitability, we work on people’s feelings at the deepest level to overcome resistance and to spark curiosity about the unknown.

    The second stage is entirely dedicated to motivating people to acquire new skills.

    This participant then rationalizes their experiences.

    Once you have identified new skills to be acquired, Before can deliver specific training for you.


  2. A culture of safety

    what is it

    According to international data, 80% of workplace accidents are caused by human error.
    Our approach is to identify and analyze the level of influence that subjective factors have on safety.
    It is an approach that should be seen as complementary to other investments already made by the company (information, risk assessment, analysis of missing incidents, regulatory compliance …) for safety and accident prevention.



    A behavioral approach to safety means working on awareness and individual responsibility, on understanding the subculture of the group and organizational development for creating and spreading a culture of prevention.


    our approach 

    We work in conjunction with the tools of the company: department meetings, safety committees, security audit, SGSL (Management System Safety at Work) … and we work on the business context.

    We design flexible pathways that integrate subjective / cognitive, socio-cultural and practical dimensions (definition of action plans shared) relative to business situations and specific requirements for:

    • raising awareness of risk;
    • motivating ‘safe’ behavior;
    • making the use of business tools more appealing.

    We use various methods – Training, workshops, on the job training, e-learning, benchmarking visits, dissemination of Best Practices, Focus Groups, etc.


  3. Organizational biography

    what is it?

    Organizational biography is a tool for integrating differences (arising from company traditions, cultural traditions, functions, genders, internal-external relations) whose goal it is, through a process of dialogue and exchanging ideas, to reprocess the past and come up with ideas for the future.

    Using stories, narrations and interviews – concerning company personnel, but also the Social Community – the group pieces together the biography of the organization, as it is perceived from several points of view. This helps company values to emerge and allows us to determine company ethics.

    This process of exchanging ideas has multiple outcomes, the most important of which is identifying values and ethical conducts. These are essential parts of building trust.


    what’s it for?

    The main goal of organizational biography is to shed light on a company’s roots and memory to make sense of its present situation, and stimulate a sense of belonging to the company’s future in employees who are both internal and external to the company.


    how we work 

    The starting point of the process is the company: its biography is built up around a topic which is selected as reference point for the whole activity. The topic is chosen on the basis of desired business objectives and significant events in the company’s history.

    Documenting “objective” events (corporate transformation, structure change, growth or contraction) is the “canvas” of the process.

    The individual stories of employees are then inserted as subjective points of view, to broaden the overview. Compared to the basic canvas, these narratives liven up company events with authentic experiences and perceptions.

    Collecting the material regarding objective events and individual stories blossoms into a situation of interaction: exhibitions, open days, parties, films.

    These events bring about:

    • opportunities for discussion;
    • training sessions;
    • groups to exchange ideas/plan/improve.


  4. Corporate social responsibility

    what is it?

    With the term Corporate Social Responsibility, we mean a way of working and producing which does not deprive future generations of opportunities (of an economic, environmental or social nature).

    The concept has significantly evolved over the last 20 years, taking on increasingly pragmatic connotations, which address both social and corporate business concerns.

    In recent years, we have witnessed a continuous diminishing of world resources, more and more attention being paid to environmental issues, and a growth in the importance of the third sector.

    Within such a context, and in today’s global market, we can no longer allow ourselves to act without evaluating the impact our business actions will have at a social level.


    what’s it for?

    Before accompanies corporations in structuring commitment to social role.

    The main stages of our assistance concern:

    • the creation of a shared language within the company regarding the issue of CSR;
    • getting to know and recognise successful company experiences on which to focus for win-win CSR for all those involved;
    • determining the added value of structured CSR for your company;
    • group reflection on the possible ways to adapt CSR in your company;
    • building “competent” project groups to make the transition from reflection to action and achieve set goals.



    The methodology we adopt to work on CSR is very varied; it is, in fact, strongly personalized to suit specific client demands.

    It is essential to involve as many company functions as possible, and build up a strong sense of commitment in the company’s management committee.

    We generally work with: focus groups of parties (both internal and external to the company), coaching teams, one-to-one interviews, appreciative inquiries, project management and guided process management.


  5. The psychodynamics of work

    what is it

    The psychodynamics of work is inspired by research and team coaching, whereby involving people in the process of understanding / diagnosing factors at play in situations that they themselves are in is considered evolutionary.

    It is an original approach that requires groups and / or professional groups in their specific work context to analyze, from a systemic perspective, the dynamics of the relationships at play: between themselves and their work, between themselves and team colleagues / professional family, between themselves and the organization, between the team, the other teams and the organization.

    It aims to bring out, through facilitated dialogue, the implicit emotions that influence the behavior of a particular group / professional family to enable it function / to evolve.

    The originality of the psychodynamics of work lies in the plurality of lenses that enable us to see our own realities: the freedom to express the contribution we make at work, feelings of injustice, uncertainty, boredom, loneliness, the rules of the job; social and ethical techniques that facilitate or hinder the working group, the system of awards …



    The psychodynamics of work can be used in different contexts to:

    • develop awareness of the dynamics that constrain working relations;
    • enhance individual and organizational well-being;
    • empower anyone seeking improved and generative situations;
    • create or enhance dialogue and trust between people who share the same professional situations;
    • provide tools to overcome deadlocks;
    • enhance the contribution of individual teams;
    • plan and implement actions for improvement.


    our approach

    Our approach is a process of accompanying all the players, in different ways, in the transformation of the system on which you want to act. It therefore takes place during different phases of work, and at the end of each phase a written report is produced as the basis for next steps.

    The Commitment of the management and / or the specific manager to the professional family involved is essential, the first preparatory phase is dedicated to a thorough analysis of the context, together with the management. This is usually followed by the next step of launching and communicating the project. The subsequent steps are related to the specific objectives defined in the preparation phase.