a few thoughts on leadership
positive, inspiring & impactful
In our leadership development programmes, we often ask participants what, for them, makes the difference between good leadership and truly great leadership. Many think of leaders who have shaped, supported, or inspired them at different points in their careers. It usually takes a moment of reflection to understand what made this one person so remarkable — what impressed us and why they stayed in our memory.
The answers tend to be similar — regardless of industry or company: empathetic, genuinely interested, knows their people, takes time, truly listens, inspires, looks for solutions together, asks meaningful questions, stands behind the team, develops people, owns mistakes, keeps the bigger picture in mind, and addresses difficult topics clearly and respectfully.
What’s interesting is that, at first glance, we often still associate leadership with heroism. We see (and expect?) “doers,” strong alphas, people who step in at the last moment, drive things forward, and make things happen. This image is still present, even in top management.
But when we take a step back, reflect, and think about our own role models, the focus shifts. We notice: it is rarely the what that impresses us — it is almost always the how. And when we look at the how, we become attentive: we notice the interpersonal connection, the mindset, and the way this leader built a relationship with us.
This reveals what truly matters to employees when it comes to great leadership: empathy, trust, inspiration, solution orientation, and the ability to build real relationships — combined with strategic thinking and a clear view of the bigger picture.
And here’s where it gets particularly interesting — because leadership is, of course, much more than that. What about all the other essential aspects of leadership? Creating clarity, setting goals, making (sometimes uncomfortable) decisions, taking responsibility, understanding the market, aligning the organisation, leading oneself, and all the things we typically associate with management and leadership.
All of these are mentioned when we ask about “good leadership.”
But when we ask about the difference between “good” and “truly great” leadership, a clear pattern emerges: the relationship dimension moves into focus.
It makes the decisive difference — and it is what stays with us.
We develop tailor-made leadership programmes that are designed around the diverse needs of your leaders — practical, culturally grounded, and strategically effective.
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We support new leaders as they take their first steps in their leadership roles. They learn how to build clarity and trust, communicate effectively, and guide their teams along a shared path.
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We help experienced leaders build on their existing expertise, strengthen their role as coaches, sparring partners, and enablers, and embody inspiring leadership in their daily work. This naturally includes planning and acting strategically and navigating current or upcoming change.
Our work brings together mindset and tools, attitude and action, theory and practice — always aligned with the organisation’s culture and strategy. With a practical, experience-oriented approach, we create spaces for reflection, learning, and sustainable development. This enables your leaders to reflect on their role, gain new perspectives, and translate their leadership behaviour effectively into everyday practice.
We are also happy to start working with participants before the leadership development programme begins — for example through 360° feedback or personality assessments.
Our experience shows that this preparation strengthens leaders’ self-reflection and enables them to enter the programme with clear questions, goals, and a conscious sense of self.
To complement this, we offer individual leadership coaching to support personal development goals and address specific leadership challenges.