Executive Development & Succession
Leadership is developed – deliberately.
“Drawing on more than 3,000 executive assessments and feedback sessions, I help leaders grow with clarity, focus, and impact.”
Tilman Gerhardt Confidential Conversation
“Drawing on more than 3,000 executive assessments and feedback sessions, I help leaders grow with clarity, focus, and impact.”
Tilman Gerhardt Confidential Conversation
You face the challenge of filling key roles with confidence, developing leadership teams, or preparing your organization for the future? I support you with tailored situation-specific solutions.
Validate internal and external potential to reduce risk and make succession decisions with confidence.
Succession is more than filling a position. I help you find sustainable solutions, identify potential and facilitate smooth transitions — with analytical precision and a deep understanding of your specific requirements.
Independent assessments of leadership capability and cultural fit.
Gain a well-founded, independent assessment of the strengths, development areas and potential of your leaders. My goal: to identify development opportunities and inspire leaders to realize their full potential.
Future-oriented development – feedback without judgement.
“Feedforward” explores future‑oriented behavioral options in a joint dialogue. Rather than evaluating the past, it provides orientation and shared understanding along a developmental journey. The emphasis is on what lies ahead.
Individual development plans grounded in rigorous analyses and proven, modern tools.
Together we develop individual plans based on thorough analyses, personal feedback and a combination of proven methods and modern tools like Leadership SCRUM. Reaching the 'next level' in leadership competencies is the goal.
Trusted guidance in high-stakes and challenging situations, grounded in certified systemic coaching.
As a certified systemic coach, I accompany you in challenging situations, support reflection and further development, and help find individual solutions for complex issues.
Clear perspective on opportunities and risks, infomed by deep insight into the executive job market.
I support you in identifying and achieving your goals — with a clear view of opportunities and risks, solid market knowledge and a strong network.
“I have led offices, managed practice groups and accompanied thousands of careers. I know the dynamics of the boardroom not from books, but from personal experience.”
Certified systemic coach (ARTOP, Berlin) and trained in various psychometric methods (incl. 16PF, HDS, ITC).
Selected publications that reflect my approach to leadership development.
Imagine being able to precisely determine which behavioral changes would generate the greatest growth in your leadership competencies.
The Leadership SCRUM algorithm analyses 360° feedback data and translates it into precise, actionable behavioral priorities. The proposed behavioral changes are discussed in a 'feedforward' session and evaluated for relevance. It is not about judgment, but about future-oriented development.
In three decades at Egon Zehnder, I have learned: it is not about categorizing leaders as 'good' or 'bad', but about finding the right fit between person and role — and taking individual development potential into account.
As a development partner, I go beyond analysis and feedback. My aim is to create genuine motivation for sustainable change. My approach is based on partnership, respect and the conviction that leadership competence is an ongoing development process.
Alongside Evolvion Leadership Advisory, I continue to work as Senior Advisor with Egon Zehnder – combining entrepreneurial independence with the depth of a long-standing partnership.
Certified systemic coach (ARTOP, Berlin). I naturally subject myself to regular supervision.
Discretion above all else.
No name-dropping. Independence from large agency networks. A protected space for candid conversation.
Methodological expertise paired with sound judgment.
Proven methods, individually applied. No template, but tailored support.
Consistent forward focus.
Not looking back to judge, but shaping what lies ahead. Feedforward instead of feedback.
A key position opens up. Is the internal solution ready? Can an outside perspective help identify development paths or alternatives? This decision shapes the next few years.
You are successful, but honest feedback is drying up. To reach the next level, you need an independent sparring partner you can trust.
The leadership team functions, but no longer inspires. The impulse for real behavioral change and new dynamics is missing.
What works in practice: situations, interventions, impulses — every month.
What happens when an executive's career suddenly stalls under a new leader? One of the most common — and most delicate — situation in leadership development.
Read more ->Start the dialogue. Absolute discretion guaranteed.