HEIMEL
CONSULTING
HEIMEL
CONSULTING
WELCOME
“It is my passion to support decision-makers in creating an organizational and a cultural environment which nourishes authentic behavior in their ranks and files for the benefit of outstanding results and true job satisfaction.”
Company
& NETWORK
Networks are the essence of our digital and agile world. In order to provide state-of-the-art and relevant consulting services it is essential to pool resources and thrive on synergies with other accomplished players on the market. As partner of a reliable network, Heimel Consulting offers 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 the 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
“My expertise is based on more than 30 years of international experience as a consultant to companies of all sizes and sectors with respect to Strategic HR-Management, Management Development and Leadership.
During my secondary education I spent one year as an exchange student in the USA and engaged in international youth work for many years thereafter. This experience has broadened my perspective and scope in communication, problem-solving and conflict-resolution.
After my studies of commercial Sciences at the Vienna University for Business and Economics and more than a decade of consulting work, I summarized my insights on change management and how to deal with resistance in my PhD thesis. In addition to further training in human interaction and a range of personality inventories, I am certified as business consultant, coach and advisory board-member.
Over time I have acquired special know-how and skills in assessing and evaluating leadership behavior and potential and mapping out development processes for individuals and organizational entities based on relevant and supportive feedback.”
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
Objective:
Realignment of organizational structure
Project:
Evaluation of 3 management levels; interactive, behavior-based individual leadership assessment (4 hours); oral and individual feedback to participants; evaluation clusters by levels and organizational units; individual recommendations regarding job role and further personal growth; overall picture of current management competences and potentials to project sponsor
Timeframe:
2 months (25 managers) overall
Objective:
Identifying leadership potential of experts and consultants; setting up development plans
Project:
customized interactive, behavior based management potential analysis for key performers; involvement of direct manager as observer in the assessment process; external oral and written feedback to participant; debriefing session including external consultant, direct manager and participant providing input for personal development plan
Timeframe:
periodically groups of 3–10 potentials
Objective:
External evaluation of final candidates, recommendations for onboarding
Project:
Completing internal selection process with an unbiased third party perspective on current competence and further potential with respect to a concrete job role; customized interactive, behavior-based leadership assessment; face2face or remote; oral and written feedback to participant; recommendations for onboarding to HR/ hiring manager
Timeframe:
ongoing, lead-time ~2 weeks
Objective:
getting ready for a new challenge/ handling complex leadership situations/ coping with internal competition and controversy
Project:
Leadership Assessment or Leadership/ Personality Inventories as a starting point; clarifying personal expectations and coaching goals; agreement on number and frequency of sessions; choice of methods and tools according to nature of coaching goals
Timeframe:
individual agreement
Objective:
getting ready for a new challenge/ handling complex leadership situations/ coping with internal competition and controversy
Project:
Facilitating a participative process in editorial departments; running workshops for pre-selected team-members; translating quality criteria into concrete actions when doing assignments and producing publications; summarizing ideas and recommendations for final reporting and commitment building
Timeframe:
ongoing
Objective:
Speeding up internal processing time
Project:
Facilitating participative process of technical staff; personal semi-structured interviews; evaluation of findings and presentation to staff and Unit Manager; facilitating discussion; working out action-plan for change-process
Timeframe:
4 weeks plus follow-up activities