What is a Professional Executive Development Advisor

Leadership and change in turbulent times

The challenge of leadership in complex structures

Between leadership and management

Nowadays, the competitive strength and thus the survivability of most companies depends more and more on the social skills of managers. Where previously role assignments and hierarchical processes led to positive results, a situational leadership style is now necessary in order to survive successfully in the changing times. The optimal promotion of human capital - of emotional intelligence and creativity - on this level, tailored to the individual challenges of the organization, is therefore the answer to the key question of our time!

What does leadership mean?

Leadership means influencing a group towards a common goal through integration and coordination, taking into account the respective situation. A manager must derive the right goals from the corporate strategy and align the team accordingly. To do this, she must be able to translate these goals and make them understandable, right down to the individual target. Only in this way will everyone sit in the same boat - and row in the same direction.

In the following, we have put together typical cases for you of how we can support you in management issues - as an individual training measure or as an intervention for the entire organization:

Transformational leadership

Leadership in uncertain times

Today, changes are made in an ever shorter period of time. However, many employees react unsettled to such transformations, and changes that are not transparent and incomprehensible often trigger fear and helplessness. Managers who have internalized the principle of transformational leadership manage to motivate their employees despite the uncertainty and to take away their fear of the unknown.
Four elements form the basis of the transformational leadership approach:
  1. Role model function: The manager must lead the way in a credible manner.
  2. Inspirational motivation: A convincing vision explains why the commitment of the individual employee is worthwhile, what the common goal is.
  3. Intellectual stimulation: Employees should be challenged, their creativity stimulated.
  4. Individual support: the more precisely individuals can be supported, the greater the effect.
Transformational leadership is challenging for bosses and in many companies collides with the prevailing (leadership) and corporate culture.

We are happy to support you in developing your individual skills for transformational leadership or even in initiating a paradigm shift for your organization!

Change management for executives

We enable bosses to change

Change projects are a particular challenge for managers. In addition to the content-related demanding tasks, possible resistance from employees and the interests of stakeholders must be countered.
Good change communication is also essential for the success of the Change project important and not infrequently it is also necessary to work on the secret rules of the game and taboos in order to venture into a new world.
This is where our Change management Training for managers at:

what we offer
  • Change Management for Executives: From Vision to Implementation
  • Change management for change managers: How do I control the change process? Dealing with resistance. Turn those affected into participants.
  • The personality of the change manager as a key success factor for organizational development
  • Make separation processes fair and offer prospects

In addition to these tried and tested seminar modules, our consultants offer you individual processing of your situation as part of the entire program "Change Management for Executives". We will put together a program for you that is optimally tailored to the needs of your organization and the process.

What you get out of it
  • “Torque”: After the event, your transformation will have a whole new power
  • “Team building”: Employees and managers get to know each other in a new way and build trust in one another - prejudices are broken down.
  • Methodological competence: At the end of the day, your employees know specific methods for difficult situations - be it the task of having to give a colleague a feedback, be it planning with greater complexity, be it the right perspective on resource allocation and the phases of transformation
  • Human and interpersonal: How can we deal with interpersonal issues that arise during the change - tackling simmering conflicts and resolving open conflicts, a core competence in carrying out your transformation.

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Situational leadership


While universal leadership theories assume that certain behaviors or personality traits - such as charisma - generally lead to success, the situational leadership approach claims that leadership success also depends on the framework conditions of the phase in which the superior and his employee are in each case are located. For this reason, the management style must be adapted to the respective situation and framework.

Every change includes situations in which some employees may feel challenged (ability) or show resistance (motivation):
  • In the case of challenges, a stronger task orientation is required (detailed instructions and specifications)
  • In times of change, a stronger relationship orientation is required (encourage, motivate, support)
In order to be able to react adequately, the line manager must increase his or her management scope:
  • He needs both a realistic assessment of the employees (deeper awareness)
  • as well as a wide range of actions for leadership interventions.

Downloads on the topic:

Method card guided tour Hersey & Blanchard

Your method map for a quick overview of the model as a download. So to speak, Hersey & Blanchard "to go".

Our training offer for situational leadership

Our training conveys the model and the associated tools of situational leadership by Ken Blanchard in an experience-oriented and practice-oriented manner. The best tools for your success!

You learn in day-to-day management
  • to communicate appropriately depending on the situation.
  • to lead different "types" of employees in a motivating way.
  • to activate personal responsibility in the team.
  • To understand leadership primarily as a development task.
  • to recognize resources as a coach of your employees.
  • and to promote self-management in your environment.
What you get out of it

Situational leadership enables managers to provide needs-oriented support for their employees.
This not only increases the effectiveness of the leadership, but also its efficiency, since, for example, no unnecessary energy is wasted in the detailed guidance of an employee who can solve the task in question autonomously - and probably wants to.
Both under-demanding and excessive demands on employees are avoided - one of the most important prerequisites for motivation and performance.

"The leadership style has to match the employee - that was very clear in the training."

"Nobody can make the decision on a case-by-case basis, but the situational leadership model definitely provides a good orientation!"

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Leadership of virtual teams

Training for managers who do not see their employees every day

You lead an international team that is spread across different locations. In order to be able to lead your team effectively, you need expertise in international virtual teamwork. It is important to consider the special features of virtual as well as intercultural cooperation and to choose the best instruments, methods and procedures.

what we offer

With our qualification program "Leadership of virtual teams" we offer you support in the following areas:
  • Success factors of virtual collaboration
  • Tasks of virtual leadership
  • Instruments of virtual team management and team development

Our consultants, trainers and coaches are cosmopolitan. You have international business experience and an effective, tried and tested mix of methods. We know the local cultural characteristics and know how to use them positively.

What you get out of it
  • You learn to be confident in leading virtual teams.
  • You will improve your communication skills in dealing with intercultural and virtual teams.
  • You deal calmly with conflicts and easily find solutions for the successful implementation of your projects.

Leadership in projects

Correctly meeting new requirements

Project work is becoming more and more important and commonplace in more and more companies. However, this also brings with it new requirements. Our training is aimed at project managers with the following challenges:
  • Project managers are new to the role of project manager and for the first time in management responsibility
  • You have difficult characters on the project team to deal with
  • Project managers come straight from the line and have so far done everything themselves, but now notice that they also have to prioritize and delegate in their new role as project manager, adapted to the phases and the strategy of the project.
what we offer

Our interactive training "Leadership in Projects" conveys the following content:
  • Leadership role project manager
  • Prioritization and delegation of tasks
  • The project team
  • Motivation and inner drivers
  • Communication and collaboration in projects
  • Target group: experienced project managers Duration: two days
What you get out of it

Leading projects means leading people. This leadership role in the project is demanding: The leadership is limited to the duration of the project and, as a rule, the project manager has no disciplinary authority. At the beginning of a task, project managers often ask themselves how they should and can lead under these framework conditions. Sometimes there are fears that you cannot influence the outcome of a project enough and still be measured by its success. But even without a disciplinary function, there are sufficient opportunities to control your own employees and thus the entire project.

The participants know the specifics of leadership in projects. They are also able to
  • Effectively delegating tasks,
  • to make communication in the project meaningful,
  • to motivate their employees,
  • make binding agreements and deal constructively with conflicts.

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Fit for CEO - management tasks at the top management level

We accompany you at your start

You have the task of rebuilding or transforming a department or a company or taking over the executive chair. Our consultants will work with you to design your schedule for the first 100 days as a manager. Together we determine how successes can be achieved that give your company and your career a real boost to success, including four essential aspects:

Order clarification: As a result, you know the expectations of all relevant stakeholders and have an overview of the associated risks (including for yourself).

Analysis of the initial situation: As a result, you will receive a well-founded inventory of the initial situation in order to be able to assess and specifically trigger changes.

Conception / strategy development:As a result, the vision and mission of your company are clearly outlined, including strategic fields of action and an implementation roadmap with all specific tasks to be carried out.

Implementation: As a result, the roadmap of the process is implemented in the best possible way with the involvement of all relevant key players in your company. You control all milestones consistently and effectively and successfully implement your goals.

With “Fit for CEO” you will achieve the highest level of confidence in your new role as a manager and maximum effect for your self-marketing.

Downloads on the topic:

Leadership - Checklist 1 - Fit for CEO

With our support, we will work with you to ensure that you speak to all stakeholders, get a comprehensive picture of the situation and set the first important impulses that achieve the desired effect.

A first step, if possible before you even start, is a one-to-one conversation with your predecessor. Here you will find a checklist with the important questions to ask your predecessor.

“Unfortunately, we decided quite late to start“ Fit for CEO ”- because of the hectic operational pace, I was not the driving force but the driving force. The cooperation with K&P was like a screeching halt shortly before the abyss. Together we identified key issues, developed a realistic strategy, implemented work initiatives and built a management team that still exists today. "Fit for CEO" is a real recommendation for anyone who is new to a management position. "

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Leadership in the spotlight

How to improve your media presence

Not only thoughtless remarks, but also individual gestures can cause astonishing damage to the image in the media world - also known as the "communication foul": Ackermann's victory sign, according to his own statement, merely an imitation of Michael Jackson without any ulterior motive, made the then chairman of the Deutsche Bank like no other to the symbol of the ruthless, greedy capitalist.
The dos and don'ts of the media presence can be learned - we would be happy to support you!

what we offer

We will have you coached by media professionals and train you in small groups for your appearance! You learn
  • how to deal with tension and nervousness.
  • how you can answer tricky questions briefly and precisely.
  • how to formulate your message in such a way that it reaches your various target groups; how to consciously use not only your linguistic expression, but also non-verbal elements such as gestures and facial expressions, so that your appearance results in a coherent overall picture.

What you get out of it

Today, managers are often confronted with the situation of having to speak into a microphone in front of the cameras - whether on company TV or for the local broadcaster.
Due to the increased use of social media, the media (self-) presentation of the manager is moving into the center: Your presence is the visual calling card of your company.
Leave a positive impression in public, strengthen the image of your company and, in an emergency, convince with professional crisis PR!

Learn to observe - instead of judging!

For young managers and old hands

Observer training

In everyday life, we are quick to make judgments: The new colleague who had his coffee over his notes in the first joint meeting is most likely an incompetent cardboard nose with stress resistance 0. The guy on the train this morning, on the other hand, who was sitting diagonally across the street , had clear decision-making qualities - after all, he wore the same tasteful watch.
Assumptions that are based on the lack of separation of observation and assessment become dangerous, however, at the latest in the context of professional potential and performance assessment: the highest possible degree of objectivity is indispensable here.
We teach you the correct posture and technique as part of a one-day observer training.
The observer training is one of the most important preparatory measures for the implementation of an Assessment Center (AC) or Development Center (DC). The aim is to familiarize all observers you provide with behavior-based diagnostics in general and the specific process of the current AC / DC in particular.

“You first have to learn anew how to judge others correctly. - I am glad that K&P carried out the observer training in front of the AC. "

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Films on leadership

360 degree feedback: leadership development, leadership development

360 degree feedback: Leadership development with 360 degree feedback - determine the need for change with 360 degree feedback; control the change process

Corporate Governance: The Seven Deadly Sins of Management

Corporate management: the seven deadly sins of corporate management as well as self-management of the management of Dr. Georg Kraus explained simply and graphically.

100 days as a manager

Dr. Georg Kraus, managing director of Dr.Kraus & Partner and Kevin Pfander talk about the topic 100 days as managers. What are the initial situations? Which phases are typical for the first 100 days?

Leadership Development - The 360 ​​Degree Feedback

In this comic by Dr. Kraus & Partner is concerned with the K360 degree feedback. With the help of this offer, managers receive comprehensive feedback on their leadership behavior. You can find out exactly how this works in this video. Have fun!

Forum Change Management 8 June 2012 - Introduction

MBA C&I Director Prof. Carolina Serrano opens the session presenting the MBA C&I, the IAE Aix and their engagement in Change Management. Rémi Denoix, International Executive Consultant and Managing Director K&P France Conseil, completes the introduction a

Show more videos

Press articles on leadership

Through the crisis


Dr. Georg Kraus

Crisis management: If sales and earnings suddenly drop in a company, the management team usually relies on a ...

Mastering crises as a collective


Dr. Georg Kraus (quoted)

The longer the corona crisis lasts, the more lines of conflict and rifts open up in many companies. In addition, identification is crumbling ...

Developing the corporate culture with a system


Dr. Georg Kraus

Top managers usually do not like to deal with the topic of corporate culture, partly because it is so strong in their eyes ...

Downloads on the topic:

Method card guided tour Hersey & Blanchard

Your method map for a quick overview of the model as a download. So to speak, Hersey & Blanchard "to go".

Suggested books on leadership

The Mice Strategy for Managers - Successfully Facing Change

The Mouse Strategy is a light, humorous, yet profound story about sudden changes and how to counter them. The mouse strategy shows with wit and acumen: Those who learn to deal with changes will be able to derive enormous benefit from them - only those who regularly check their cheese reservoir will always have enough to eat ...

Spencer Johnson

Radical leadership

After a good 3 years of dodging as an interim manager, Sprenger has returned to the consulting business. The successful author is not offering revolutionary methods here - at the center of his 5-step model he recommends a culture of trust instead of control measures - which has a lasting effect and lowers transaction costs. Here inspiring, there sobering and provocative, it is always a reminder of the importance of the big picture against the widespread "muddling through" in management.

Reinhard K. Sprenger

Leading, performing, living: effective management for a new era

Of all the books Fredmund Malik has written over the years, this is certainly the most important. Malik's initial thesis is that the profession of manager is not taught anywhere, but that every person can come into the situation at any time of having to manage a process or an organizational unit. In addition to talent, she primarily needs a toolbox for the procedure. According to Malik, the six basic rules of leadership consist of the result orientation, the evaluation of the contribution to the whole (from which a meaningful expenditure of resources can then be derived), the concentration on a few, the use of strengths (and not the elimination of weaknesses), the development of Trust and positive thinking.

Fredmund Malik

Technical terms and definitions on the subject of leadership

AlignmentAlignment - from English: alignment, alignment. The term can e.g. be related to the staff who ...
Authenticity In the case of people, we speak of authenticity when someone is independent of external influences and only from the ...
Coaching from English. In the original sense of the word, it simply means to train; this has resulted in particular ...
Employability The term "employability" refers to the ability of employees to ...
The term feedback describes in communication between people the ...
Feedback discussionsFeedback discussions in companies There are many forms of feedback in companies. Be it in the form of ...
Executive developmentThe term "executive development" describes the initiatives and activities of companies ...
Management trainersLeadership trainers provide managers and junior managers with the necessary attitude and the ...
Management trainingThe term "management training" describes the systematic effort to train managers and ...
The term leadership culture describes the way in which the executives of a company lead their employees and with ...
Management processManagement processes are processes of the process model with the task of target-oriented management of a company and all ...
Management styleThe term "management style" describes a relatively stable, situation-independent and long-term ...
Leadership stylesLeadership styles are relatively stable, situation-independent and long-term behavior patterns of managerial ...
The term "leadership trainer" refers to people who give other people the necessary know-how and ...
The term "leadership training" describes the systematic effort to give people the necessary attitude ...
The term innovation describes a creative process in which usable solutions are developed from new ideas ...
Intrinsic motivationThe term "intrinsic motivation" describes the inner motivation that arises from a person, ...
Conflicts Conflicts arise due to different values ​​and the resulting differences in perception, ...
LeadershipThe term "leadership" describes the willingness and ability of a person to share a vision with other people ...
Leadership Development The term "leadership development" refers to the deliberate and planned effort to help managers ...
Leadership versus management "Managers have subordinates - leaders have employees who follow them" or in English: ...
Leadership seminarThe term leadership seminar refers to a seminar that aims to give managers the necessary attitude and ...
Lean LeadershipLean Leadership has its roots in Lean Management and was developed as Toyota's leadership development model ...
Management developmentThe term "management development" is used to describe the initiatives and activities of ...
Situational leadership The term situational leadership describes a leadership style that is characterized by a high degree of behavioral flexibility ...
Transition LeadershipThe term "Transition Leadership" describes the task of executives in change projects that ...
Value-based leadership (WOF) is a management approach that focuses on increasing the company's value. He makes sure that the ...
AppreciationThe term "appreciation" denotes the positive evaluation of another person regardless of who may be ...
A conflict of objectives (also known as a dilemma) is when a person or organization has several, sometimes ...