Many leadership issues are enduring and outlast short-term trends. Nevertheless, every company is different: in terms of business, size, culture and leadership.  This is why off-the-shelf offers are not the best fit and have little effect. Let's start by talking about your company and the challenges it faces. This will create a solid basis for practical implementation.

The individual leadership behavior in your company has a direct influence on the commitment of your employees, the agility and ultimately the success of your company. In the spirit of Peter Drucker, the focus should be on customer benefit and the existing strengths of your company. Leadership skills are not innate, but are learned and can be developed further. Supporting your managers in this is a worthwhile investment. A systematic approach tailored to the management career promises the greatest success.

The management teams at the top of companies shape the corporate culture with their behavior as role models. The implementation of a realignment begins with change at the top.  This change can be systematically supported in order to operate as a high-performance team as quickly as possible and drive corporate change forward.

Managers regularly have to make difficult and complex decisions, deal with conflict situations and implement change processes under pressure to deliver results. At the same time, top managers in particular rarely receive genuine and unfiltered feedback. Coaching as individual consulting for managers helps them to master difficult situations professionally and to accelerate their own development.

The best strategy is useless if it is not put into practice. The time factor is of great importance here. Faster reaction and innovation times can give companies decisive competitive advantages. To achieve this, effective management and control systems must be set up or adapted to enable the optimal implementation of strategies in individual results.

In addition, the extent to which cultural patterns and values can hinder strategy implementation is often underestimated. Peter Drucker already put it in a nutshell: "Culture eats strategy for breakfast." On the other hand, these patterns can inspire your employees for the future of your company and unleash unexpected forces. You should seize this opportunity and consistently address the socio-cultural level of the issue when making changes.