HEIMEL
CONSULTING
HEIMEL
CONSULTING
WELCOME
“I help boards, owners, CEOs, HR leaders, and leadership teams make leadership decisions with greater confidence through executive assessment, leadership advisory, leadership transitions, and organizational development.
With more than 35 years of consulting experience – including 25 years as partner and co-owner of a management consulting firm – I combine strategic perspective with practical implementation across international corporations, family-owned businesses, public institutions, universities, and non-profit organizations.”
Company
& NETWORK
HC is a consulting company based in Austria. Together with renowned network partners we offer senior expert know-how and many years of comprehensive international experience in Leadership and Organizational Development, HR Management and Process Consulting. Evaluation of competences and potential of key staff is the signature service of our company.
ABOUT
More about Dr. Franz Heimel.
SERVICES
More about our Consulting Services.
LEADERS
More about athentic leadership.
CONSULTING
SERVICES
AUTHENTIC
LEADERSHIP
Authentic leaders demonstrate above average:
Self-awareness||Trust in their thoughts, feelings, motives and values ||Self-reflection ||Responsiveness to feedback||Conflict-resolution in honest and non-manipulative manner
1.
Facing decisions proactively
2.
Motivating by being supportive and enthusiastic of needs of staff.
3.
Looking beyond job roles and taking over responsibility.
4.
Collaborating and sharing knowledge.
About Dr. Franz Heimel
I advise organizations on leadership decisions, executive assessment, leadership transitions, executive coaching, and organizational development.
During more than 35 years in consulting – including 25 years as Partner and co-owner of a management consulting firm – I have worked with organizations of different sizes, ownership structures, and sectors, from international corporations and family-owned businesses to public institutions, universities, and non-profit organizations. Many of them are recognized leaders in their respective fields.
A defining characteristic of my work has always been close collaboration with decision-makers. Rather than applying standard approaches, I work with boards, owners, executives, and HR leaders to understand their specific context, develop tailored solutions, and support successful implementation.
Over the course of my career, I have assessed and advised leaders from all continents and across diverse cultural environments. This international perspective is complemented by more than two decades of teaching and assessing at WU Vienna University of Economics and Business, doctoral research in Change Management, and an ongoing commitment to professional development.
Today, these experiences enable me to serve as a trusted advisor to owners, boards, CEOs, and leadership teams, helping them make better leadership decisions and strengthen organizational impact.
My current areas of focus include:
• Leadership Impact Assessment
• Executive Selection and Promotion Decisions
• Executive Transition & Onboarding
• Leadership Team Effectiveness
• Executive Coaching
• Organizational Advisory
My ongoing engagement with music has broadened my understanding of communication, trust, shared attention, and collective performance. These perspectives continue to enrich my work with leaders and leadership teams.
MY VALUES –
MY PROMISE
Respect
I meet people at eye level, with due regard for their uniqueness, their interests, needs and concerns.
Transparency
In my role as consultant, I communicate openly, involving all stakeholders concerned. I freely disclose project objectives and don’t accept hidden agendas.
Discretion
Information given to me in the course of a consulting project will be kept strictly confidential.
Loyalty
All my clients can trust that I will do my best to support the purpose of the project and that I will go out of my way to generate additional benefit.
Accountability
Promises I make I intend to keep as best as I can. If I have doubts about the feasibility of a plan, I will raise them when they arise.
Teamplay
I believe that collaboration is the source of synergy and outstanding results. In the role of an external consultant, I am willing to openly share my knowledge and experience.
Out-of-the-box
My insights and recommendations are triggered by real-life observations and not taken from ready-made toolkits and templates.
Pragmatic Solutions
Drawing from my experience I usually find workable solutions which don’t require too much hassle and find acceptance from those concerned.
Blog
Clients
Current
Projects
LEADERSHIP IMPACT IN PRACTICE
My current work reflects different perspectives on one central question: How can leadership decisions translate into sustainable impact?
Projects range from executive assessment and global leadership development to strengthening leadership dynamics in complex organizational environments. While the context and interventions differ, the common focus is on understanding and strengthening the impact leadership creates – on people, collaboration, decision-making, and organizational performance.
Objective:
Strengthening leadership effectiveness and collaboration in a strategically important international infrastructure project involving different organizational units, management levels, and national contexts.
Project:
Integrated Leadership Impact Diagnostic combining individual Leadership Dialogues, stakeholder interviews, on-site observations, and quantitative analysis. The diagnostic examines both individual leadership effectiveness and the dynamics across management levels and organizational interfaces.
Individual feedback and an overall assessment provide the basis for targeted recommendations to strengthen collaboration, decision-making, and project leadership.
Timeframe:
Ongoing – Diagnostic phase: approximately 2 months
Objective:
Identifying leadership potential and preparing experienced professionals and managers for broader leadership responsibilities in an increasingly global environment.
Project:
Customized, interactive leadership assessments combined with individual development sessions.
The focus extends beyond current leadership competence to the impact of individual leadership styles in changing contexts – including the different expectations of culturally diverse and globally distributed teams.
Direct managers are involved in the assessment process to connect individual development with organizational requirements and future business needs.
Timeframe:
Ongoing program, conducted periodically with selected leaders and high potentials
Objective:
Assessing the leadership potential of a next-generation family member as a possible successor in the absence of a direct-line successor.
Project:
A comprehensive executive assessment evaluated the candidate’s potential and readiness for future leadership responsibility against the specific requirements of the business and the envisaged succession role.
Based on the assessment findings, a subsequent coaching process translated the results into concrete development priorities and actions, providing a structured foundation for both the candidate’s further development and the company’s succession planning.
Timeframe:
Executive assessment followed by an individual development process
Objective:
Encouraging young professionals to look beyond individual expertise and consciously shape their professional path, leadership contribution, and impact.
Project:
Interactive conference session combining leadership and career reflection with insights from music and conducting.
Real-life decision cases invite participants to explore the transition from perfecting their individual part to taking responsibility for collaboration, direction, and collective performance – even before assuming a formal leadership role.
Timeframe:
International Annual Congress, August 2026