Free introductory conversation
What would you like to achieve or change in your organisation?
The first conversation takes 30 minutes and happens online. Together, we look at your situation and assess whether Bergkreuz is the right partner. Free and without obligation.
- Free & without obligation
- 30 minutes · online
- An honest assessment instead of a sales pitch
For your message
A few bullet points are enough.
These questions are only intended as a guide. You do not need to answer them in full or analyse your situation in advance – we will look at it together during the conversation.
- What would you like to achieve or change?
- What makes that difficult today?
- Who inside your organisation is affected?
When a conversation makes sense
A conversation is particularly worthwhile in these situations.
You want to achieve an important result or shape a significant change.
Your strategy has been decided — but it isn't reaching daily work.
Commitments and backlogs are growing, and more pressure alone changes nothing.
You're not looking for a standard method, but for the right next step.
Frequently asked questions
What you may want to know beforehand.
What can I expect from the initial conversation?
We discuss your situation, the desired result and initial possible causes. A complete analysis or finished roadmap is not the aim of the free conversation.
Who will I speak with?
You will speak directly with Sebastian Nickel, co-founder of Bergkreuz.
Do I need to prepare anything?
No. If you wish, you can briefly tell us beforehand what you would like to achieve or change.
Is the conversation really free and without obligation?
Yes. The conversation lasts 30 minutes, takes place online and does not commit you to anything.
Do you also work outside Switzerland?
Yes. We work in German, English and Japanese and take on engagements internationally — on site with you or remotely, whichever the engagement requires.
Do you also offer change management, coaching or culture development?
Not as separate services. But all three are an integral part of our work: change needs supported leaders, acceptance in daily work and a culture that carries what is new. We deliver this as part of the engagement — not as a separate programme.
What happens afterwards?
If working together appears useful, we agree on the right next step. This may be another conversation, a clearly defined engagement or initially a paid assessment.