Have questions? You’ll find the answers here.
Most of my clients wonder about similar things. I’ve compiled the most common questions here, answering them as clearly and honestly as I can.
General information and our collaboration
It’s very straightforward: We have a 30–45-minute conversation where I listen and assess what the situation requires. This conversation is non-binding and completely confidential.
I work with executive boards, leadership teams and companies ranging from medium-sized, family-owned businesses to international corporations.
My clients are individuals who excel in their roles but feel stuck. While they sense that something isn’t right, they’re unable to pinpoint exactly where the real leverage lies.
This can take many different forms:
- Conflicts within the team or at the leadership level that have reached an impasse
- Shareholders or management and the works council who are no longer communicating with one another
- A change process that has stalled because resistance is greater than expected
- A strategy that looks good on paper but isn’t being implemented
- A CEO who keeps putting off decisions because there’s pressure from all sides
- A project that needs to be completed but is stuck at the final step
What my clients have in common: They aren’t looking for ready-made answers. They’re looking for someone who thinks clearly, speaks directly and has no personal stake in the process.
Absolute confidentiality is the foundation of my work. Whatever we discuss always remains between us. This applies to both initial consultations and ongoing projects.
Either is possible. Many formats work very well online. However, for complex conflict situations or workshops, I prefer in-person contact. We can discuss this during our initial consultation.
The costs depend on the format, scope and duration. I don’t work with standard packages because every situation is different. What I can tell you is this: My clients usually look back and see that the investment was well worth it, especially compared to the cost of unresolved conflicts or poor decisions. Reach out to me, and I’ll provide you with an estimate during our initial consultation.
Conflict and mediation
When internal discussions are no longer yielding results, when positions have hardened or when you’re an executive involved in the conflict. In these situations, an external facilitator can establish the neutral framework that the parties involved cannot create for themselves. The guiding principles of neutrality and impartiality establish a foundation of trust. This creates the necessary space to address the relevant issues of the conflict and unspoken needs so that genuine progress can be made.
A great deal more than most people realize: faltering productivity, absenteeism, a high employee turnover and missed decisions. Executives spend up to 30–40% of their time dealing with conflict issues, and they often cannot resolve them.
Link to PWC, starting on page 32 through section 3.4 (german)
Mediation is a formally regulated process with clear phases. It is often used to prevent impending legal disputes. Conflict facilitation, on the other hand, is more flexible. I tailor the format precisely to your situation. As a lawyer and mediator, I am proficient in both approaches.
It depends on whether the conflict can still be resolved or has already escalated to a legal level. In many cases, mediation is faster, more cost-effective and provides a more long-term solution. Even if the partnership ends afterward, mediation facilitates an amicable separation, so that protracted court proceedings can be avoided. As a lawyer, I am able to evaluate the situation.
Leadership and CEO sparring program
This program is for CEOs and executives who want to have confidential, eye-to-eye discussions about what’s really on their minds, such as strategic decisions, difficult HR issues, organizational realignment or simply matters that can’t be openly discussed internally.
You won’t be alone in dealing with it. Through CEO sparring, I get to know your company’s dynamics, your decision-making processes and your leadership style. When things get serious, I can immediately assess where the leverage lies.
I don’t provide ready-made concepts, and I don’t work with a “toolkit” of methods. I think alongside you, providing direct feedback without emotional involvement or personal interest in the process. This results in clarity rather than homework for you.
Strategy and change
Whenever a company is at a turning point: after a crisis, before a growth phase, during a generational transition or when the current strategy is no longer effective; but also when the leadership team is working hard yet still feels like they’re not making any real progress.
One benefit is the different perspective it offers. Internal teams know the company well but can easily overlook their blind spots. An external perspective can highlight issues that go unnoticed internally and bring up questions that no one would think to ask. It can also create the framework for an honest assessment.
More than you might think. Many strategy processes fail not due to a lack of ideas, but rather because of underlying conflicts regarding goals, roles and priorities within the leadership team. I identify these conflicts early on and address them before they block the process.
By developing it from the start in a way that involves the right people and ensures that the implementation steps are concrete and realistic. A strategy that people don’t support won’t be implemented, no matter how good it looks on paper.
Any other questions?
If you haven’t found what you’re looking for, feel free to reach out to me. You can count on me to answer quickly and directly.