Team development, leadership development and strengths diagnostics — from an engineer who spent decades inside corporate structures herself and knows what actually counts there.
WHAT COMPANIES EXPERIENCE
WHY THIS IS EXPENSIVE
Weak leadership quality is not a soft topic. It shows up in measurable numbers — and the research on it is clear.
Turnover costs
eplacing a specialist or a leader costs, according to SHRM*, between 90% and 200% of annual salary when all knock-on costs are included — recruiting, onboarding and lost productivity. For a leader on €80,000 a year: €72,000 to €160,000 per departure.
Quiet quitting
According to the Gallup Engagement Index 2025, 77% of German employees are doing no more than what's required. Gallup puts the resulting productivity losses at €119 to €142 billion a year in Germany alone.
Leadership quality as lever
According to Gallup, manager engagement has fallen 9 points worldwide since 2022, to 22% — making it the main driver of the global decline in employee engagement. In best-practice organisations, by contrast, 79% of leaders are engaged — almost four times the global average. That's no coincidence. That's leadership development as strategy.
Good to know: Development measures for leaders and teams can usually be billed via training or HR-development budgets — and are tax-deductible as a business expense.
WHAT I OFFER COMPANIES
Every format is tailored to your specific situation — no off-the-shelf standard programme. Scope, format and duration we discuss together in the first conversation.
Billed to the company
Individual 1:1 sparring for leaders — funded by the company as part of people development. Confidential, structured, tailored to the specific role and situation.
Format: 90-minute sessions, monthly or as needed, over 3 or 6 months — online or in person.
-> A leader who decides with composure and carries their team.
FOR TEAMS IN CHANGE OR UNDER PRESSURE
Structured support for teams that need to grow together, realign, or work more effectively under high pressure. Diagnosis first — intervention after.
Format: workshop days, ongoing processes or a combination, in person or online, from four people.
->Better collaboration, less friction, more collective impact.
FOR NEW AND EXPERIENCED LEADERS
Support for leaders growing into new roles, expanding their impact, or wanting to lead more clearly and confidently in complex structures. My leadership development for automotive and industry starts where standard programmes fail — at the real working situation.
Format: individual sessions or small groups (3–8 people), as a short intervention or a multi-month process, in person or online.
ASSESSMENTS, WORKSHOPS & TEAM DEVELOPMENT
CliftonStrengths is a scientifically grounded assessment that measures a person’s individual strengths across 34 dimensions — the result: a personal strengths profile with concrete recommendations for action. At team level, the combined strengths profile shows where collective strengths lie and where blind spots form — a solid basis for targeted team development.
Bookable individually or combined with the other offers.
Format: individual or group assessment, workshop, online or on site.
-> Clarity about individual and collective strengths, better role fit, more targeted team development.
Free intro call
Intensive individual or group sessions
Thinking prompts after each session
WhatsApp/email support as needed, during my business hours
Discreet & confidential
I’m an engineer — with decades of experience as a project lead at the Fraunhofer-Institute and as a quality planner in the automotive industry.
I’ve worked in matrix structures, managed international stakeholders, delivered projects under time pressure, and seen what it means when leadership doesn’t work — and when it does.
That experience isn’t a marketing claim. It’s the reason leaders and teams in technical, analytical environments don’t have to explain to me how their working world functions.
Beyond that I bring coaching expertise. I’m certified as a Gallup-Certified Strengths Coach, systemic coach, Senior Business Coach (IHK) and Agile Coach.
CLIENT VOICES
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Manuela guided us through a complex transformation — professional, methodically thought through, and always close to the people involved.
In an international setting, we worked with Manuela to develop ways of actively involving as many employees as possible in the change process. What made the difference: she didn’t just deliver methods — she listened, both in the group and in one-to-one conversations. Over many months, she was a dependable presence through real change. Anyone who wants to do more than manage transformation — who wants to genuinely shape it — is in good hands with Manuela.
Oliver Klinner, Head of Transformation Hub
FREQUENTLY ASKED QUESTIONS
It always starts with a conversation to assess what you need — not a standard offer sent by return mail. From that, a concept tailored to your situation takes shape: scope, format, and duration are something I discuss with you, not the other way around. Diagnosis first, intervention second. That way you’re not paying for an off-the-shelf programme, but for what your leaders and teams actually need.
Standard training delivers knowledge that often doesn’t land in day-to-day work — the format doesn’t fit the actual situation. I never start with ready-made solutions, but with the diagnosis: where exactly is it stuck, with whom, in which constellation? Only then does the work begin — targeted and tailored to your structures. Not an off-the-shelf programme, but intervention at the point where it genuinely hurts.
The investment depends on scope and format, and I discuss it transparently in our first conversation. Development measures for leaders and teams can usually be covered through training budgets or personnel development — and are tax-deductible as a business expense. You’ll see the ROI where leadership currently costs money: fewer escalations, less turnover, faster decisions.
What’s discussed in one-on-one support stays confidential — that’s the precondition for the leader to work openly. The company funds the measure as part of personnel development, but receives no content-level records. What’s shared, if needed, is the framework: direction and progress at the process level, not the content of individual sessions.
NEXT STEP
A short description of what it’s about — I’ll reply within 24 hours with a proposed time for a first conversation to analyse the need.
MAKE AN ENQUIRY
No standard offer by return mail — but a conversation that engages with your situation.
