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Management Diagnostics – Selection and development of managers and executives with a global scope
International industrial company, approx. 3,600 employees
Our client required a standardized, validated process for filling first-level management positions (team and group leaders) as well as executive roles, for both internal and external candidates. At the same time, the strategic development of managers and executives needed to be systematically supported to ensure well-informed decisions, sustainable succession planning, and long-term leadership development.
Challenge
- Development of a customized selection and development process for internal and external executives
- Global rollout and implementation of the process for key leadership roles
- Long-term, ongoing support, provided entirely by external management diagnostics experts
- Flexible individual assessments upon request, including detailed reports as a basis for development and onboarding discussions
- Close collaboration with HR throughout the entire process
Approach
Leaders were systematically empowered to actively steer the change process and consistently guide their teams toward the key objectives. Cultural and transformation measures were aligned with the strategic direction and implemented sustainably. The organization also now has a robust foundation for managing future changes
Result
Transformation Advisory - Comprehensive support for a global change program
International pharmaceutical company, approx. 54,000 employees
The company’s objective was to strategically realign its core business areas and increase operational efficiency through optimized processes and a new organizational structure. At the same time, the goal was to get executives and managers on board, strengthen their ability to actively steer the transformation, and purposefully develop the corporate culture. The measures affected approx. 6,500 employees worldwide, and the changes were to be sustainably embedded at all management and team levels to make the organization future-proof.
Challenge
- Development of a holistic change management approach to implement global change.
- Central focus on fostering cultural development, strengthening leadership skills, and engaging the entire organization
- Targeted empowerment sessions for senior executives and subsequent management levels, including the provision of a “leadership toolkit” for implementation in daily work
- Continuous support for top leadership teams in strategic planning and the implementation of change
- Design and implementation of a monitoring framework to measure progress and impact
Approach
Leaders were systematically empowered to actively steer the change process and consistently guide their teams toward the key objectives. Cultural and transformation measures were aligned with the strategic direction and implemented sustainably. The organization also now has a robust foundation for managing future changes
Result
Coaching - Executive coaching for targeted individual development
International industrial company, approx. 3,500 employees
Our client wanted to specifically prepare selected executives for upcoming strategic challenges and ensure that they effectively fulfill their roles at the executive level. At the same time, the goal was to strengthen their individual leadership impact to efficiently lead teams, optimize decision-making processes, and successfully drive the implementation of strategic initiatives.
Challenge
- Individual potential analysis as a starting point to identify strengths, areas for development, and individual potential
- Alignment of development goals with supervisors and HR to tailor the coaching precisely to the role and business challenges
- Tailored executive coaching that specifically addresses the agreed development objectives and enables executives to implement new behaviors directly in their daily work
- Incorporation of practical methods and reflection tools to strengthen decision-making processes, team leadership, and strategic effectiveness
Approach
The executives were purposefully strengthened in their roles and were able to significantly increase their leadership impact and strategic effectiveness. The combination of diagnostics, targeted coaching, and immediate application in practice led to a measurable increase in leadership competence, decision-making quality, and team performance.
Result
HR Advisory - Definition and implementation of a strategically focused competency model
German Financial Institution, approx. 30,000 employees
A leading financial institution faced the challenge of adapting its talent management and executive hiring decisions to changing business requirements. The focus was on a strategically oriented competency model to develop employees and leaders in a targeted manner and ensure successful succession planning for key positions. The goal was to clearly define relevant core competencies and thus create an effective foundation for selection, development, and performance management.
Challenge
- Intensive engagement of relevant stakeholders through interviews on current and future business challenges
- Definition of strategically relevant core competencies as the foundation for HR and management decisions
- Development of a competency-based framework and integration into selection and development processes
- Support for implementation within the organization, including all relevant HR processes
Approach
A future-oriented competency model that provides guidance for talent and leadership development, enables well-founded selection and development decisions, and provides sustainable support for strategic workforce planning.
Result
Management Diagnostics - Development and Implementation of a targeted selection process for leaders
Leading company in the insurance industry, approx. 16,000 employees
To manage succession planning and fill key leadership positions, a well-founded, transparent, and future-oriented selection and development process needed to be established. The objective was to clearly define strategically relevant competencies and to effectively support the selection and development of key leaders at an early stage.
Challenge
- Definition of strategically relevant leadership competencies and development of explicit role profiles for key leadership positions
- Design and implementation of a customized, valid selection process
- Stakeholder engagement and participatory design of the process to ensure acceptance
- Training for HR managers and executives acting as observers
- Support for the pilot process by a diagnostics expert
- Implementation and handover of the process to the internal HR department
Approach
An organization-wide selection process that is highly recognized and valued, enabling well-founded hiring decisions and targeted succession planning, and creating a clear foundation for the further development of leaders.
