Our vision: Clarity & decisiveness.
We speak plainly. Only those who clearly state the facts can make sound decisions. We support executives when economic pressure, conflicts, and complex situations make leadership difficult. We create clarity where uncertainty paralyzes and help them remain capable of communicating and acting effectively.
We support them in using tensions constructively and making sustainable decisions – even without easy solutions. In doing so, we combine entrepreneurial clarity with respect for the people affected by these decisions.
More than coaching. Plain speaking.
Sparring with plain speaking for decision-makers.
Let's be frank. As a managing director, you're under pressure when conflicts block decisions, customers don't pay, or separations erode trust. That's precisely where we support you – in crises, during periods of change, and in difficult conversations with employees, management, and customers.
We help clarify situations and prepare decisions that are both economically sound and respectful – from clarifying claims to conflict resolution and conducting separation discussions.
Claim management & customer retention
Let's be blunt: Cold-call debt collection will only scare away your customers. We support managing directors in the retail and project sectors when outstanding receivables are straining liquidity and concerns about the company's financial stability are growing – but maintaining customer relationships is paramount. As a bridge-builder and neutral partner, we handle the clarification with the customer, balance interests, and create the framework for a viable agreement for both parties. With over 25 years of management experience in the financial sector and as trained crisis and conflict experts, we don't resort to litigation and escalation, but rather to clear negotiation and swift solutions. In practice, this approach allows us to recover approximately 75% of outstanding individual receivables – without cold-call debt collection, without losing face, and with the door open for future business.
Sparring for clear leadership communication
Let's be clear: When decisions create frustration, the best people leave. We work with CEOs where leadership makes all the difference: between clear decisions and their actual implementation in everyday practice. As a communication expert, coach, and business mediator, I combine years of experience in conflict resolution, teamwork, and leadership with a keen eye for language, attitude, and impact. In sparring sessions, I reveal where messages lose clarity, even when everything seems clear from a technical standpoint. I show how words resonate with key personnel, where they create uncertainty, and how leadership communication can be designed to foster accountability rather than letting it fizzle out. With clear communication and a clear understanding of one's own impact. The result: Key personnel gain orientation and security. Employee turnover decreases. Because the departure of a single key person realistically incurs follow-up costs of €50,000 to €150,000. Clear leadership communication protects people and value creation.
Decide when it hurts your heart.
Let's be blunt: Restructuring requires clear communication. We support CEOs who have to make necessary decisions that are difficult for others to accept—for example, in cases of layoffs or restructuring. This can be very stressful on a personal level. An internal conflict arises between the well-being of the company and the individual. This is hard for many to bear. Rationally, the necessary course of action is obvious. But a bitter aftertaste makes it difficult to present the decision calmly and clearly. Procrastination, a lack of communication, or unclear communication are the consequences. What are the concrete benefits? Clear decisions are effective. Decision-makers save an average of around 200 hours of management work per year because it eliminates revisions and adjustments. Projects are implemented faster, and responsibilities remain clear. The effect is also evident in the bottom line: a margin improvement of 2–3% is realistic. Clear communication pays off.
Intervention & communication in crisis
Let’s be blunt: In a crisis, burying your head in the sand is not an option. When uncertainty rises, everyone looks to the CEO. Not to slides or concepts, but to visible leadership. Silence, softening the truth or mixed messages destroy trust faster than bad news ever could. Key people start doubting, rumours take over, decisions lose credibility. We help you put the situation into words, speak uncomfortable truths clearly and give orientation. Not with slogans, but with language that is honest, steady and credible. So leadership remains visible, trust is preserved and the organisation stays able to act.
Conflict analysis & conflict prevention
Let’s be blunt: Conflicts do not disappear just because nobody talks about them. What is left unaddressed keeps working in the background – as resistance, withdrawal, power struggles or blocked decisions. CEOs often notice this too late, when projects stall, performance drops or key people leave. We make underlying tensions visible, identify recurring patterns and clarify where conflicts originate and why they persist. This creates a framework in which issues can be addressed early and factually – before they become costly and difficult to control.
Team and leadership training
Let’s be blunt: Leadership fails when difficult things are not said clearly enough. Many conflicts arise from vague expectations, softened decisions or avoided conversations. Leaders sense that something is wrong, but hesitate to address it, fearing escalation or loss of authority. We support leaders in preparing difficult conversations, sharpening their language and gaining confidence in addressing tension early. Not with abstract models, but with real situations from their daily leadership practice – so words provide direction instead of creating confusion.
Mediation & conflict coaching
Let’s be blunt: When conflicts escalate, either silence takes over – or open battle begins. Both paralyse leadership and cooperation. Either nothing is said and everything simmers beneath the surface, or fronts harden and every discussion turns into a power struggle. We step in as neutral third party, structure the dialogue and ensure that positions, interests and expectations can be expressed again. Not to force harmony, but to enable clarification and reach agreements that restore the ability to work together.
Conflict competence profiling
Let’s be blunt: You cannot deal with everyone the same way when it comes to conflict. Some confront, some withdraw, others wait and hope issues resolve themselves. These differences shape how conflicts arise, escalate or remain unresolved. For CEOs, this becomes costly when the same patterns repeatedly block decisions and drain energy. We analyse how leaders and key people actually deal with conflict, where their strengths lie and where insecurity or blind spots exist. This creates a precise basis for development – tailored to real behaviour, not generic recipes
Resilience competence
Let’s be blunt: resilience competence is no longer optional – it is a core leadership and future skill. In today’s VUCA world, pressure, uncertainty and constant change are the norm. Organizations that want to remain successful need employees and leaders who stay mentally strong, even in challenging situations. Resilience is a learnable skill. It describes the ability to recover quickly from stress, setbacks and crises and to remain capable of action. This training, developed by Christiana Scholz, strengthens mental resilience, helps prevent burnout and fosters a clear, solution-oriented mindset. Challenges are not avoided, but handled with confidence and stability.
Claim management
Let’s be blunt: If you care about customers only for profit, they will feel it. Customers immediately sense whether they are truly taken seriously or merely processed. Defensive reactions and scripted friendliness destroy trust and escalate conflicts. For CEOs, this quickly becomes a reputational and leadership risk. We help establish a way of dealing with complaints that focuses on clarification, not justification – on listening, understanding and binding solutions. Out of genuine attitude, not image management. This is what keeps relationships stable when things become difficult.
Apprentice mediation
Let’s be blunt: You want conflicts with apprentices resolved – not settled in court. These cases involve legal obligations, young people’s futures and the company’s responsibility as employer. Mistakes at this stage have long-term consequences, internally and externally. We conduct the legally required mediation in a structured and neutral way, clarify backgrounds and support solutions that are legally sound, humanly fair and workable for the company.
Offboarding-Management
Let’s be blunt: How people leave your company defines how your company is remembered. Separation conversations shape trust, the motivation of those who stay and your reputation in the market. This is not an HR detail – it is a leadership issue. We prepare and accompany managers for these conversations so that clarity, respect and attitude are preserved. This prevents escalation, loss of trust and reputational damage – and shows what leadership really stands for when it becomes uncomfortable.
Conflict? I can.
The conflict guide. Free download.
Let's be blunt: Conflicts are also part of everyday business life – within leadership teams and with employees, customers or partners. What matters is whether they escalate unnoticed or are addressed early and handled professionally.
In this Executive Briefing, you will receive ten practical insights on how to address typical conflict situations with confidence, prevent escalation and maintain your ability to act as a decision-maker. Use these impulses to create clarity, take responsibility and enable sustainable solutions.
Our offers
Our work starts as sparring on eye level and continues as close support when it comes to implementation. A senior partner stays personally at the executive’s side, speaks plainly, and brings in experience where leadership, customer satisfaction and conflict culture need to work in everyday practice.
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Let me be blunt: Have you ever asked what managers and employees really think about conflict culture – or does no one dare to?
The costs of downtime
Have you ever considered the economic follow-up costs that unresolved conflicts can cause in your company – through turnover, sick leave, loss of productivity or strained customer relationships?
We have developed a Conflict Cost Calculator for this purpose. Download it now to get a clear estimate of your individual impact. We look forward to your feedback.