our consulting approach

We support our clients in implementing organisational development projects focusing on leadership and cooperation culture. We act as process facilitators or moderators of change and transformation projects.

Our professional expertise lies in advising HR departments on introducing competence-based training and development measures or introducing target management systems.

our working principles

We walk the talk

Our working principles ensure that we achieve the goals agreed with our clients. 


We carefully clarify the assignment and thus ensure that our clients get their wishes fulfilled and achieve their goals. 


We formulate the desired goals with the Coverdale Aimsgrid. By focusing on clear goals, we create concentration on the essentials.


We work in a people-centred way and make sure that those involved and affected by our measures understand the meaning and support it as far as possible.

We develop Organisations


Together with our clients, we develop the architecture for larger organisational development projects, such as change or transformation projects, and act as consultants, facilitators or (agile) coaches, depending on the topic.

In these projects, we work selectively with the leadership team or support the project team that manages the change process. We usually moderate the various workshops, design reviews, implement sounding boards, or train change agents in the client system.


  • Vision work
  • Design of process architectures
  • Advising the management
  • Moderation of the individual streams

Workshop Facilitation

We support our clients in large or complex meetings as facilitators and ensure they can concentrate on their content-related tasks.

Together with our clients, we develop workshop designs and meeting formats based on clearly formulated goals tailored to individual requirements. In large-group events, we work with a team of facilitators, either provided entirely by Coverdale or internal facilitators, who are instructed in detail beforehand.


  • Management meetings
  • Moderation of strategy processes
  • Project kick-offs
  • Team retreats
  • Conflict resolution workshops
  • Vision work

Team Development

A team is a group of people working together to achieve a common goal. Ideally, the members of a team have complementary skills that are necessary to complete the task. The task is time-limited and can only be solved together. For the team to perform to its full potential, it must grow together and develop. We call this process team development.

We support (agile) teams in all stages of team development. Furthermore, we work in an experience-oriented way and facilitate workshops.

One of our experiential approaches is our Leadership Awareness Training with horses. Please get in touch with our office for further information.


  • Kick-off meeting
  • Establishing (agile) cooperation structures
  • Values and principles of cooperation
  • Working on conflicts
  • Developing common rituals

Leadership Cultur

Together with the managers, we develop guidelines based on corporate values.

These create a framework for action for managers. In this way, we refrain from formulating hundreds of rules in a management guideline.

Based on this, role and job descriptions are created that describe each manager’s tasks, rights and duties. Regular feedback and coaching help the leaders behave according to the leadership guidelines. In this way, the desired leadership culture in the organisation slowly emerges.

When the company wants to implement regular performance monitoring processes, we help to implement appraisal systems or help to build a 360-degree Feedback process. 


  • Value development / value process
  • Leadership principles
  • Leadership tools
  • Leadership training
  • 360° feedback
Lime Survey - our tool for 360° feedback

Especially in times of Leadership 4.0, the comparison between self-image and external image is critical. The selection and formulation of questions, in particular, significantly influence the project’s success.

We have decided to develop a new IT-supported solution in dialogue with our clients. Our focus is on consulting and accompanying the entire process.

Together with you, we develop a format that fits your requirements. Whether it is a short survey with only a few questions or the determination of a comprehensive cultural image – we offer you a tailor-made solution.

Positive Leadership

More and more companies are introducing positive leadership. Why? Research shows that employees in a positive leadership culture are supportive, flexible and better able to adapt to organisational change. They engage far beyond their defined areas of responsibility, are more willing to perform, more satisfied and consequently stay longer in the company. We are guided by current research in positive psychology and leadership research. With the PERMA-LEAD® model, different test variants are available, with which we can measure the concrete leadership style as well as the resources and the potential of your employees and, building on this, specifically introduce their strengths into the company.

Suppose you want to implement a positive leadership culture in your company in which positive emotions are promoted. In that case, strengths and commitment are supported, togetherness is affirmed, and more meaning is conveyed; then, you are in the right place. Successes are then also planned together, achieved together and communicated together.

For those who want to assess, measure and improve the work, leadership and organisational culture in the entire management board or an otherwise defined leadership team – the third, a most elaborate variant of the PERMA Lead Profiler is the company analysis. It combines several 360° feedbacks.

Possible topics

  • Analysis of the organisational culture
  • 360° feedback with the Perma-Lead
  • Profiler
  • Potential analysis
  • Derivation of training needs

Competence Management

Modern human resource development requires a competency-based approach to leadership, project and professional career models and the associated training.

We use the KODE® competence model to create competence-based role descriptions with our clients. These can be used in recruiting new employees or in the career steps of existing employees. The competence model is development-oriented and contains four observable and trainable action anchors per competence.

Based on the target profiles per role, we determine the respective development needs together with the candidates. Then we create unique hybrid or modular training programmes depending on the company’s size.

possible topics

  • Management retreats
  • Facilitation of strategy processes
  • Project kick-offs
  • Team retreats
  • Conflict resolution workshops
  • Vision work
The KODE® Process

KODE® stands for competence diagnostics and development. The KODE® method is the world’s unique analysis procedure for measuring individual action skills directly. We use KODE® exclusively to record and strengthen action or self-organisation skills that people can develop. The method was developed by Prof. Dr Volker Heyse and Prof. Dr John Erpenbeck in the mid-1990s.

With the help of an actual-target profile comparison (KODE® Bridge), it is possible to determine how a person is currently using their competencies. During a coaching session, we explore the deviation between the actual and target profile. In the end, we determine the need for learning.


We support you in the introduction of Management by Objectives (MbO) or OKR.

The most difficult challenge in introducing goal management systems is to operationalise strategic goals in such a way that employees are able and willing to contribute and that it is possible to manage moving targets that change often.

Coverdale has its developed an aiming tool. The Coverdale aims grid is mainly used in MbO processes to formulate strategic goals or to operationalise them.

Coverdale Austria’s consultants are trained OKR (Objectives & Key Results) coaches and support our clients in establishing the agile goal management system.


  • Facilitation of strategy processes
  • Operationalising strategic goals
  • Introduction of OKR

OKRs stand for Objectives & Key Results. It is a management method based on objectives and key results. This model is used primarily in agile organisations, as the three-month cycle can be used to update the goals regularly.


Management by objectives is a management technique developed in 1954 by Peter Ferdinand Drucker in business administration. Goals are cascaded through the organisation based on the company’s goals until each employee knows their share in the company’s plan.