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People are at the heart of every organization. Different impulses from different parts of the company, from the outside world, from the market - but above all from other people - influence people. Managers need a plan with alternative courses of action in order to cope with the volume of work, to manage cost structures and to do justice to the “new normal”. E ach employee is unique and companies need a differentiated and flexible people management to employees to attract, develop, and make the most of them to keep. I support you in the transition from a "One-Fits-All" to a sustainable "Cut-to-Fit" people management strategy in order to accompany the employees through change.


Strategic skill management

By building and maintaining a sustainable workforce, companies can quickly adapt to volatile & complex markets and develop further. A key element is identifying skill gaps and critical skills and promoting individual employee development in line with corporate strategy.

My approach:

Using strategic personnel planning (qualitative & quantitative), staffing the right employee with the right skills and competencies at the right time, taking into account the constantly changing requirements, is a central business process.

The development of a (global) job architecture and the development of standardized, future-oriented job profiles ensure optimal personnel planning and organizational development.

In the next step, the implementation of skill databases helps to document and analyze current and future requirements in the actual and target in order to gain a better insight into the actual resource situation, taking into account the future need for workers. In addition, current and future gaps in terms of resources, skills and expertise are revealed. Up- and reskilling measures help to close the gaps.



Finding the right people with the right expertise, experience, soft skills, mindset and attitude gives companies a competitive advantage by developing a sustainable talent pipeline for current and future business needs. Succession management is much more than just identifying a successor for a senior position if the current job holder leaves. Given the shortage of skilled workers, succession planning is an integral part of the HR strategy. The aim is to identify, develop and retain diverse talents to fill management and business-critical positions.

My approach:

I support the development of a holistic talent management process, as well as risk analyzes for key functions, with the aim of defining critical roles, identifying gaps and evaluating the willingness of employees to change, in order to create a tailor-made, sustainable succession planning strategy analogous to the business goals and optimal placement ensure.


Performance management

Sustainable performance management ensures that employee performance is maintained and optimized in line with business objectives. It is important to know both the low and high performers and to develop them accordingly - and to keep an eye on top potentials.

My approach:

I support you in the development and implementation of innovative, future-oriented performance management, as well as in the selection and implementation of feedback systems.


Learning & Development

In a competitive talent market, learning is critical to an organization's ability to keep evolving. Changes in technology, longevity, work practices and business models have resulted in a high demand for continuous and lifelong.

My approach:

I support the design and implementation of a development strategy with a focus on interdisciplinary skills, digital learning, on-the-job learning, job rotation and succession planning.

Executive coaching

My approach:

. an integrated! I work with my clients as an individual, taking into account general business needs. I use a number of evidence-based approaches, including person-centered behavioral coaching, cognitive behavioral coaching, systemic coaching, and gestalt coaching.

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