"Talents are like diamonds in the rough whereas strengths are like diamonds that show brilliance after they have been carefully cut and polished"

Talent management

Attracting highly qualified young talents is already challenging enough, but retaining them can be even more difficult. Talent management is the name given to this competence and is one of the major challenges for companies. It involves attracting and effectively utilizing talents, i.e., high-performing and high-potential employees, and keeping them engaged.

An important role in this is played by talent and high potential programmes, which promote the identification, development and retention of talents.

Our service:

  • We support your talents during the formative phase in systemic competency development and personal excellence
  • We enhance intercultural awareness, self-reflection, leadership behaviour and conflict resolution skills
  • We promote the concrete individual career planning of young talents within the company 

Key characteristics in the high potential management process:


  • Due to organizational streamlining, it may take years for young talents to take on a desired position
  • There are different levels of demand in different job families
  • Due to demographic trends, it seems advisable not to significantly reduce talent pools.
  • At the same time, motivation and performance levels must be kept high among these top talents, most of whom are already in key positions.

In many companies, this leads to the need to facilitate the development of candidates more strongly and to provide those with high potential with a broad field of development perspectives as well as the clarification of different development options.

Therefore, our high-potential programs always pursue the following goals:

  • Development and strengthening of the individual entrepreneurial mindset with regard to one's own career and maximum possible influence on one's own career and the success of the company.
  • Creating clarity about one's next development steps and implementing necessary measures accordingly.
  • Expanding leadership skills, enhancing self-management, and optimally preparing for taking on a next position or further high-level tasks
  • Closer matching of talent and needs as well as increasing the visibility of the talent pool in top management.
  • Consideration of the gender issue