Our role in such collaborations typically includes advising on executive and senior executive talent development, ensuring that strengths and potential risks are carefully evaluated against role-specific requirements – while supporting long-term talent management decisions together with HR leaders. We provide clear, evidence-based recommendations to decision-makers and design tailored development measures for internal talent with leadership potential. Over time, this approach creates consistency and comparability in our client's leadership selection processes, while also fostering structured career paths and targeted development opportunities for emerging leaders.

Throughout our many years of experience with executive assessments, we have built a comprehensive database that enables benchmarking of leadership and management competencies. Using fully anonymized data, we provide clients with reliable comparative insights that highlight development gaps within their leadership teams in comparison to other leading organizations. Thereby, our benchmarking service supports objective decision-making and strengthens our client’s leadership team capabilities and the strategic development of leaders as well as organizations.

Working in close partnership, we continuously help our clients when it comes to refining their competency models, monitoring leadership performance, and adapting development frameworks to the evolving needs of their businesses. The result is a measurable increase in the quality and reliability of leadership decisions, the establishment of client-specific leadership standards and their competency models, and the cultivation of a strong and sustainable leadership pipeline.

One dimension of our Special Advisory Services is the application of advanced psychometric tools to provide clients with substantial insights into their leadership talents. Using established instruments such as cognitive ability tests and the Hogan personality suite, we create awareness of individual leadership strengths and potential but also possible derailers and risk factors – while always considering specific role requirements and organizational context. We provide in-depth feedback that enables leaders to better understand their personal styles, anticipate challenges, and take proactive steps to mitigate limitations. This self-awareness becomes a cornerstone for targeted development, sustainable performance, and more effective leadership impact.

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Beyond the individual perspective, we extend these assessments to leadership teams, delivering a collective overview of group dynamics, complementarities, and potential sources of friction. By identifying both synergies and risks within the team, we help organizations strengthen collaboration, align leadership behaviors, and reduce conflict even in highly diverse groups. Our structured debriefings and team-building interventions enable clients to cultivate resilient, high-performing teams that can operate with trust, clarity, and cohesion. In doing so, we support organizations in fully unlocking the potential of their leadership both at the individual and team level.

Beyond individual projects, we also establish long-term partnerships with clients who entrust us with the continuous development of their leadership culture by helping them select and develop their leaders. Over the course of years, and often across multiple collaborations, we build a deep understanding of our clients' organizational context, executive functions, and talent requirements. This enables us to provide systematic and ongoing support in leadership selection and development, grounded in psychology-based management diagnostics. Therefore, our long-term collaborations reflect not only trust and continuity but also the shared commitment to building resilient leadership capabilities that drive organizational success.

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You can find an example of a consistent collaboration in our cases.