Lastest news

In 2019 again, Nils Cornelissen will be one of the speakers at the LEAD curriculum (given in german). Read more


Svea von Hehn will discuss about mindfulness as a sustainable concept at the 2nd mindfulness conference on 1 February 2019 (discussion in german). Read more


We support our clients holistically in four areas.


Cultural Change

It is mainly people making change happen; we support this change, for example, via ...

  • Workshops for the strategic alignment of leadership teams
  • Diagnosis of the organizational culture and design of a meaningful change management
  • Supporting comprehensive transformation programs over several months

Workshops for the strategic alignment of leadership teams

The impact of the behavior of leadership teams is often underestimated. To ensure meaningful work, a consistent direction of the organization and the feeling of acting in concert are essential - both start with the executives. We support leadership teams identifying their shared values and priorities in a dialogue. Based on this, we support them setting up a charter for both, internal collaboration as well as their desired impact on the organization. In doing so, we rely on proven tools like focus interviews, personality diagnostics and team assessment instruments such as the MBTI.

Diagnosis of the organizational culture and design of a meaningful change management

For many of our clients, the biggest challenge when it comes to culture is that it is difficult to grasp. We support them with different approaches to understand the company's current culture and where possible also making it measurable, e.g., with diagnostic questionnaires or focus group formats. In doing so, we use existing structures and the organization's knowledge. The first intervention is involving the employees – accompanied by corresponding broad-based communication. Based on the diagnosis, we jointly define clear FROM-TOs (comparison of current vs. target behaviors and mindsets) with our clients. Core principle of our work is the involvement of all relevant stakeholder groups. We also apply this when defining clear actions for the change roadmap. These actions for example include a personalized change story that is cascaded through the organization or the definition of symbolic actions taken by the top management team.

Supporting comprehensive transformation programs over several months

Change takes time – we accommodate this fact through programs in which we accompany our clients selectively over longer periods of time. We support them with the strategic design and the architecture of the transformation program on the one hand. On the other, we support them in the operational implementation, for example, with change-workshops, which involve the employees, promote understanding, and help establishing a new culture. It is our aim to enable our clients to independently drive the change and to scale the jointly tested pilots. Therefore, we often train so-called change agents, who in turn implement the change in the organization.



Mindfulness describes a way of being present and clear in the given moment. Scientifically grounded and with focus on sustainability we support our clients in the cultivation of mindfulness through …

  • Trainings on leading with emotional intelligence with mindfulness techniques
  • Programs for an appreciative and caring culture and effective collaboration and work
  • Formats for increasing resilience and health

Leadership trainings to enhance emotional intelligence with mindfulness techniques

The meaning of emotional intelligence for successful leadership is being recognized in organizations as well as supported by relevant studies. Emotional intelligence – put simply the ability to handle one’s own emotions as well as those of others appropriately – can be trained with mindfulness. We develop programs for our clients based on mindfulness that include up-to-date research results from neurosciences, (positive) psychology and behavioral psychology. To this we add knowledge our consultants gained in their own education (“Search Insight Yourself”, Google’s mindfulness program; MBSR, one of the best explored mindfulness programs). As mindfulness is being cultivated with time, we use different techniques such as apps, peer groups, mentors and 1:1 coaching in order to optimally guide the participants. Information on our publication „Achtsamkeit in Beruf und Alltag“ as well as on current dates for open trainings for managers on

Programs for an appreciative and caring culture and effective collaboration and work

Mindfulness techniques lead to a more aware contact with one another, as well as compassion via which we involve others more in our thinking. In this way we also reflect on our actions in larger contexts. Friction at work often develops because we aren’t fully involved in things or only superficially listen to our counterparts. Mindfulness enables us to fully and clearly experience that one single moment we have in order to act: the here and now. In our mindfulness program, our clients learn methods to conduct their work more mindfully and thereby create more room for finding solutions and for themselves on the on hand. On the other hand they experience the positive effects of appreciative and mindful communication, e.g., also with regard to meetings and emails.

Formats for increasing resilience and health

Especially mindfulness’s effects on handling stress and on physical as well as psychological health could be shown in numerous scientific studies (see list of research at The cultivation of mindfulness supports us in handling stress better, activating inner resources and resettling to our balance more swiftly. We offer classic MBSR (mindfulness based stress reduction) -courses during 8 weeks in organizations, as well as formats with shorter course units and compact courses that are tailored to specific work contexts. Talks on stress reduction through mindfulness in the context of health days or topic ranges are also part of the support we offer our clients to inform on mindfulness and incite interest.



Good leadership requires skills, reflection and self-management; we support managers contemporarily in their development, for example by …

  • Meaningful trainings and development measures
  • Management coaching and top team placements
  • Management assessments

Meaningful training and development measures

The development of employees, especially managers, is essential to the development of the organization. We have a broad portfolio of tested training and development modules, management and manager programs that permit experience-based learning. To us, it is the sustainable change in attitude and behavior, not the transfer of knowledge that counts. While we can rely on years of experience with these modules, we adapt them to the situation of each client.

1:1 communication

  • Coaching, feedback and handling difficult situations
  • Performance dialogues 
  • Effective delegation

1:n communication

  • Sensitization for and implementation of transformations
  • Change stories and broad communication
  • Modern business communication and presentation design

Team- and project management

  • Effective team performance and team development
  • Project management and problem solving approaches
  • Generation of ideas, innovation and creativity

Target group specific topics 

  • Success factors for women in leadership position
  • Intercultural collaboration
  • Enabling HR to be a business partner

Self-management (see mindfulness)

  • Inspirational leadership
  • Personal visions and strengthening strengths
  • Time management, stress resilience, work-life-balance

Management coaching

We support our clients – often together with change programs – through personal coaching of their managers. While doing this, we are by their sides during organizational as well as personal transformation. There are various modules such as the top team alignment program with group coaching and 1:1 coaching to accompany this.

Management Assessments

The assessment of managers can be of integral significance in certain situations. We support our clients in the situations in systematically and scientifically analyzing the skills and the potential of their managers.


Talent Management

To us, good talent management, i.e. the systematic development of all employees’ talents, begins with the business strategy. We support our clients in...

  • The development of a human resource strategy based on values
  • The improvement of talent and performance management processes
  • The design and implementation of a respective development and leadership culture

Development of a human resource strategy based on values (including benchmarking of the talent management’s effectivity)

To create maximum value for the organization as well as for each individual employee, a strategic approach to HR is required. We support our clients in translating their business strategy into a concrete quantifiable workforce planning for the next few years including a clear roadmap to achieve these goals. At the same time, the development of an effective HR strategy translates into vitalizing the values of an organization for us. That means for instance, to ensure a common understanding of desirable behaviors and to anchor them in the organization with appropriate measures. Our proprietary benchmarking data for HR effectiveness further enables our clients to understand how effective their current HR processes are. That way, a new HR strategy can be tailored fact-based to the organization’s requirements.

Improvement of talent and performance management processes (along the talent-life-cycle)

Talent and performance management are not only essential tools for implementing the HR strategy, but also a very important lever to promote meaning at work: e.g. through feedback and appreciation, challenging but attainable goals, personal and professional development. We support our clients focusing on the areas that we agree have the greatest potential for improvement.
For example with recruitment via an employer marketing strategy, structured assessments, as well as successful on-boarding processes. Other examples include the development of performance management, in order for it to consider business and financial goals, as well as behavior. It should also take into account the life long career and potential development paths of employees, as well as the more short term annual perspective. For this we offer our clients a pragmatic talent management toolkit which allows adapting these processes easily to the organization’s needs.

Design and implementation of a respective development and leadership culture (see culture)

Talent and performance management is always also about a culture based on values. This includes that talent and performance management are to be found on the top management agenda and that managers view instruments such as coaching, employee development and recruitment as part of their original task. At the same time, HR should be accepted and appreciated as an implementation aid in the organization. We support our clients by co-creating and co-implementing respective measures.