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Managers must be able to move successfully and confidently with a high degree of implementation power in the area of conflict between different tasks, objectives, expectations and other challenges of today's world.


Leadership in a company results from the individual manner of each and every manager, from the application of leadership instruments, from the leadership culture lived, from existing organizational structures and other factors influencing leadership in the respective company and its industry. We are experts who, together with our clients, systematically, efficiently and purposefully develop and optimize these influencing factors of leadership in the direction of the respective business challenges on all levels.


Our consultants, trainers and coaches are distinguished by their own leadership experience at all management levels as well as comprehensive know-how in building and developing leadership and leadership competence. The strength of our management and organizational development is our comprehensive thinking and acting as well as the high goal and practice orientation with direct transfer guarantee for the daily work.

  • INQIMACO® Management Model (transparency & systematics)

    With our INQIMACO® management model, we first analyse and systematise the management understanding and management culture practised by the customer. The model reflects the reality in the company to the extent that, among other things, the managers receive more clarity and orientation about their own personality and their roles in the company. In doing so, we take into account a large number of company-specific aspects such as leadership principles, tasks, competencies and instruments as well as a large number of personal aspects such as leading oneself, others and professionally. The actual state of leadership in the company, which is thus developed together with the managers, is the basis for the target-oriented further development of the managers and the management culture.


    Every manager has his or her own personal way. Jointly developed leadership principles help the manager to achieve an optimal balance between his individual style and the common understanding of leadership, as well as to further develop his own leadership style. Right from the start, managers are involved in the development processes and take responsibility for their implementation.

  • Executive / Personality

    We start with the personality of the individual, because only personalities lead, with their characteristics and preferences in terms of personal, social, professional, methodical and strategic competencies. Only those who can lead themselves have the skills to lead other employees and can take responsibility. We systematically apply this approach to the use of our methods and instruments. In addition, this approach takes us from individual personality development, leadership and management skills to comprehensive organizational development.


    The question as to which requirement criteria must be met can only be answered on an individual company, personal basis and often only with the involvement of the people in management. Among the possible requirement criteria, which are to be developed in a development measure tailored to the concrete challenges, are


    Personal skills

    Wanting to be a decision-maker / manager, sense of responsibility, ability to implement, active action orientation, persuasiveness / assertiveness, performance orientation / sporting ambition, decision-making ability, self-coaching, self-reflection, organization, control, self-motivation, individuality / authenticity, Sovereignty / authority, awareness of values, loyalty, integrity, objectivity, contact strength, fairness, openness, willingness to learn, ability to criticise, feedback, challenge & support, acceptance / exemplary ability, humanity, sense of humour, intuition, mental strength, resilience, health orientation, work-life balance etc.


    Social skills

    Communication, self-awareness & external perception, self-motivation & control, interaction / inclusion, empathy / emotional intelligence, ability to cooperate, recognition & criticism, ability to deal with conflict, respect, fairness, commitment, enthusiasm, role model, personal maturity, social responsibility etc.


    Professional competencies

    Expert knowledge, interdisciplinary knowledge, own professional experience, internationality etc.


    Methodical competencies

    Ability to learn, ability to think / networked / holistic thinking, challenging & promoting, interactions, priorities, organization, target agreement / controlling, delegating, steering, personal responsibility, recognition & motivation, feedback, creativity, diagnostics, judgement, problem-solving ability, systematic, time management etc.


    Strategic competencies

    Holistic approach, vision, future prospects, opportunities & risks, strategic planning, change processes, adaptability etc.

  • Management Instruments

    Organizing yourself, processing information, making decisions, delegating tasks, leading employees, leading meetings, solving conflicts, managing companies, creating work-life-balance, maintaining health etc. are activities that can be supported with effective methods and instruments. From the multitude of possibilities offered by the management tool kit, the most suitable instruments for each individual company can be selected, developed as a tailor-made mix of concrete management instruments, trained in a target-oriented manner and applied consistently.


    Among others, the following can be applied:

    Management styles (result-oriented, situational, employee-oriented, etc.)techniques can be applied, such as: leadership styles (result-oriented, situational, employee-oriented, etc.), communication, conversation, presentation, moderation, employee survey, feedback, creativity, decision-making, planning, motivation and other techniques, results/target controlling, promotion measures, coaching, target agreement, assessment and evaluation, Orientation, quality, remuneration and incentive systems as well as other systems, strengths/weaknesses analysis, types of employees, change of perspective, recognition & criticism, team building/development, group processes/structures, team barometer, change management up to the internal control system (ICS).

  • Business Coaching & Leadership Programs

    On the basis of the company-specific wishes and goals as well as the needs and motives of the respective target group, we develop tailor-made concepts with a holistic architecture for qualified business coaching & leadership programs together with the client. Our experienced consultants, trainers and coaches contribute their own management and leadership experience, ensure practical relevance with goal-oriented and attractive methods and offer direct transfer for daily work.


    Typical features that support the sustainability of our coaching & programs are

    Client-specific current status (strategy, goals, personnel, organization, culture, current challenges, etc.) as a starting point for customized development, formulation of personal goals of the participants, knowledge transfer, processing of concrete practical tasks, role plays, learning groups in "protected space", exchange of experience, best practice, experiential/experiential learning, trainer feedback, self-image/image of others, monitoring, reflection, self-coaching, controlling and tracking of the participants' personal goals, humanity, humor, and much more.

  • Check & Review in the area of Leadership

    With our Check & Review in the area of leadership, we support three main topics:

    • Implementation power of leadership: leadership review and measures.
    • Cooperation in the management team: reflection of the teams and optimization.
    • Current business challenges: Adaptation of leadership.


    If our Check & Review is carried out systematically, then every manager up to the executive board experiences himself from two perspectives: firstly as the superior of his team and secondly as a member of a team at a higher level. This improves cooperation within the team, between the teams and the overall implementation capacity in the company. In addition, critical issues are addressed sensitively and in a solution-oriented manner and measures are jointly developed. With this approach, personnel development has a developing effect on the entire organization.

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