Engagement
& motivation.

Services

Our core areas

Core competence

Strategic
executive
search

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Here, we are highlighting our core competency, strategic executive search. For more than 15 years, we have been the first choice for companies looking for the best and most suitable leaders. Our approach has proven itself many times over, and our evaluation solutions deliver unsurpassed results.

After being engaged, we create a job description and define potential search criteria. While finalizing the job specification together, we compile a joint list of target companies, which includes an analysis of suitable businesses to systematically identify individuals who meet the profile's requirements.

In addition, we interrogate our own databases as well as actively searching our networks. We conduct initial conversations with prospects to ascertain their suitability for the position. We personally interview the most interesting candidates. After a thorough question and answer session, we produce a realistic profile of the candidate's career, successes, strengths and weaknesses, as well as their further potential.

We then put forward the final candidates, including detailed reports on their education, professional career and experience, as well as a commentary on their personality. Of course, we are available during the onboarding phase to ensure successful integration. This phase is not without its challenges, which is why we not only coach the successful candidate but the whole team as well. We include the whole team because running a company or a mission-critical business unit and motivating employees goes far beyond the behavior of an individual leader.

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Coaching

Our
side order:
Qualified
coaching

With team coaching, we aim to create and promote team spirit, culture, and motivation.

The team building process involves developing a shared focus, designing change processes, and improving the working atmosphere. During personal coaching sessions, we examine an individual's professional activities, how they integrate into the social environment and analyze how secure or confident they are in their role.

We address appropriate responses to situations and circumstances, as well as how to effectively deal with unexpected problems. Further developing social skills helps strengthen leadership skills in critical situations, such as dealing with resistance or conflict. Change projects are rarely free of conflict, but they must be successfully implemented as a team or by taking individual responsibility.

Approach

What do
we do?

People do business, not machines or computers. We view individuals as a whole, with all their strengths, weaknesses, and idiosyncrasies.

At Lamprecht Leadership Consultants, we qualify and coach suitable people in management positions in a wide range of efficiency and transformation processes. We work with them to develop an entrepreneurial and sustainable understanding of these tasks. As a professional guide, we offer a specific range of services from audits to search and coaching. Our target groups are innovative medium-sized companies that need to stand out on the global market. But also listed corporations focused on developing.

Based on our experience, we believe the steps towards efficiency and transformation must be integrated holistically so they are compatible with the corporate strategy, structure, and culture. This requires experts, executives with a professional approach, also known as high potentials. Success is only generated by the best.

Analysis

What do
we focus on?

First, we analyze internal structures that could possibly stand in the way of innovation and ask:

Are there psychological hurdles that block change?
Is management open to counterarguments?
Are executives under pressure from above?
How much freedom is there when making decisions?
Is there a culture of being open about mistakes?
How are talented people given prospects?

We have a comprehensive sector knowledge and, as a business-focused consultant, we have an eye for personalities. We not only search the market, we also analyze who in the organization is suitable for leadership roles.

Offering career progression within a company is a highly valued principle. Ambitious, motivated individuals are looking for opportunities, they demand respect. Not including these talented people when making staffing decisions could alienate them. And you run the risk of them quitting.

Each person is an individual with special skills, with strengths and weaknesses, which makes them more suited for certain tasks. Our special audits not only focus on these high achievers, we also analyze the strengths and weaknesses of the entire management team. Often, weaknesses are simply due to the wrong mix of skills.

Using the utmost discretion, we only make personal, direct approaches when we are searching on the open market for candidates for leading positions. Only candidates who match the agreed joint profile will be shortlisted. Of course, we train and advise managers according to their individual needs, promote their strengths, compensate for their weaknesses and develop their strategic skills for future responsibilities.

Audits

Our
toolbox

We therefore focus on the job holder's personality and willingness to take on responsibility. With our special audits, we offer a tailor-made tool to find the best individuals to tackle the tasks at hand.

We ask about potential for improvement, possible obstacles to implementation, and skills for agile quality management. Through LLC's executive interview process, we have developed an approach in which management can be systematically involved in the company's strategic considerations and, at the same time, puts the willingness to participate and professional performance to the test. The goal is to evaluate managers' potential and to recognize the skills of high achievers.

By potential, we mean the ability to develop, focused on the future. If opportunities are not utilized to their fullest, potential is underdeveloped. With LLC's executive interview process, we do not simply identify potential at an assessment center level but go far beyond just evaluating and selecting upper managers and executives. An executive interview is generally conducted by two senior LLC partners and typically takes seven hours per candidate. Crucially, it includes a comprehensive assessment with a personality analysis and robust research on each subject's developmental potential. This also covers detailed, structured, and differentiated feedback to participants as well as a catalog of measures to address any areas for improvement identified. Identifying bottlenecks, risks and structural errors even quicker creates a competitive advantage. In an initial round, we prepare prospects for the audit, organize the audit and check the result. As experienced experts from companies and universities, you can expect us to value and recognize those who shape the processes.

Managers with a high level of affinity to the company, offering inspiration and enthusiasm, as well as a strong inclination to innovate, are in demand. A realistic view of technological challenges is essential, and by no means trivial. On past experience, around 80 percent of all change projects in companies fail – a shockingly high rate. This is mainly thanks to the challenges executives face in the "age of innovation". Managers simply have to be highly qualified because unqualified managers usually attract unqualified employees – with all the negative consequences that entails.

Companies that focus on innovation, on the other hand, attract "young professionals enthusiastic about innovation" who tackle challenges head-on. This insight is taken as a given but requires in-depth knowledge of each individual's situation. In today's world, executives, specialists, management hopefuls ask questions and demand answers. They are mindful of sustainability, take on ecological challenges and question a company's culture and value system.