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.”
Our
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.
Faceing decisions proactively
2.
Motivating by beeing supportive and enthusiastic of needs of staff.
3.
Looking beyond job roles and taking over responsibility.
4.
Collaborating and sharing knowledge.
Do you want to dive deeper?
About Dr. Franz Heimel
I support leaders and organizations in making good decisions about people – and in creating the right conditions for them to grow, contribute, and succeed.
With a background as a seasoned management consultant, I specialize in interactive leadership assessments that go beyond profiles. My aim is to provide real insight – for selection, onboarding, or development – that enables organizations to place people in roles where they can thrive from day one.
Alongside that, I coach leaders through key transitions, support managers in navigating complexity, and offer targeted guidance in times of change. My clients value my ability to combine strategic perspective with a clear, grounded, and hands-on approach.
I enjoy working with people and systems. This means helping teams align, facilitating constructive conversations, and addressing conflict when needed – all with the goal of making leadership more intentional and collaboration more effective.
As a trusted advisor and sparring partner, I’m often invited to reflect on sensitive topics, offer a second view, or challenge assumptions. My work is shaped by long-term client relationships, a strong belief in clarity and integrity, and a deep understanding of how organizations really work.
I hold the Certified Supervisory Expert credential from the Austrian Chamber of Commerce and serve in various governance roles.
My approach is authentic, thoughtful, and results-oriented – focused on what creates value for people, teams, and the business.
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.
Collaboration and 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