Leadership Development

Whereas good managers were in demand a few years ago, today, companies are looking for leaders who can lead others collaboratively in hierarchical contexts or laterally in more complex organisational structures. Today’s leaders must create a framework for experts to do their jobs.

The unpredictability of the future and ever-increasing dynamics require leaders to have organisational and strong interpersonal skills.

Together with our clients, we design leadership programs that are thematically modular or based on specific competencies according to KODE®.

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.

All courses as list overview
Leadership Development
Change Management

Emotional Leadership

Facilitating virtual / hybrid meetings

Successful Decision-making

Leadership and Transformation

Organisational development for leaders

Influential Leadership
Leadership Awareness Training
Conducting employee appraisals
Facilitating Conflicts
Facilitating Meetings

Positive Leadership

Remote Leadership

Goal-oriented Leadership

Conflict Management
Difficult Conversation
Self- and time management

Negotiation skills

Working together

Collaboration in virtual teams

Agile Mindset
Agile leadership roles
Agility in the Nutshell
Design Thinking
Collaboration in agile teams


Live in the class room

All participants are present in the seminar room at the same time. Group sizes from 4 persons are possible.

Online Traning

Virtual training allows participants to "get a taste" of a topic in a short workshop or deal with the same subject more intensively by participating in a multi-day online training equivalent to a 2-day life training.

Blended Learning

The training courses consist of a combination of "self-learning elements" and support from an online coach.


The participants learn in a completely self-organised way whenever they want and have free time. The participants are responsible for monitoring the success of what they have learned.

the Coverdale Learning Method

In Coverdale pieces of training, participants learn consciously and goal-oriented from experience. The tasks that participants work on are either directly tailored to the respective company or have a practical structure and must lead to accurate, verifiable results with limited resources. 

In contrast to everyday work, we take extensive time to reflect in training. We check the results against the set goals and evaluate the procedure with a process review.

In the theory sequences of the training, the consultants build on the participants' experiences. They give suggestions, offer new methods, provide explanatory models and encourage participants to try new approaches and behaviours.

Change Management

The central task for leaders in these turbulent times is to provide orientation and to ensure the optimal achievement of goals.

In this training, we will shed light on our reaction patterns to change and work on how people react in change processes and how to deal constructively with resistance without losing sight of the goal of the change.

You will also learn how to properly set up and manage change processes after we have developed a meaningful, emotional image of a change vision.

Participants have the opportunity to reflect on their change processes and develop ideas for improvement.


  • Basics of change management
  • People in the change process
  • Managing change
  • The role of the manager in change

Emotional Leadership

People with high emotional intelligence effortlessly recognise their feelings, control their reactions and build positive interactions with others. This ability leads to success both in and out of the office. Emotional intelligence is worth refining.

In this course, you will first find out what emotional intelligence is. Then, you will learn how to increase your emotional intelligence skills by strengthening your personal and social skills. You will also learn how to develop as a leader by developing your skills in emotional leadership.


  • What is emotional Intelligence
  • Strengthen self-regulation
  • Promoting social competences
  • The different Leadership styles

Facilitating virtual / hybrid Meetings

More and more meetings are taking place in virtual spaces. In hybrid settings, one part of the team is physically in the office, and others are at home in the home office. Purely virtual and hybrid meetings require additional facilitation skills than traditional physical facilitation settings.

This training will show you ways to make meetings work even under challenging circumstances. You will learn facilitation techniques for virtual settings and how to prepare appropriately. You will gain a feeling of being able to assess better and control the reactions and contributions of your colleagues/employees.


  • Using virtual platforms
  • Visualisation Tools for virtual meetings
  • Preparing meetings virtually and in a structured way
  • The facilitator’s role
  • Working with the camera and multiple screens


People with high decision-making competence decide quickly between different possible options and realise their self-set, creative goals. If no criteria are available, these people use their value framework and experience background as a basis and focus on the essentials.

In this training, you will learn different techniques for decision-making and tools of the first and second order. These include consent, consensus or negative consensus, pro-contra lists, pair comparison and much more.


  • Basics of decision-making
  • First order decisions
  • Second order decisions
  • Intuition as a decision-making aid
  • The effectuation approach for open decision situations

Leadership and Transformation

Transformation refers to change processes that entail a truly fundamental organisational change. Usually, at the transformation process’s starting point, it is unclear what the exact result will be. As a leader, it is necessary to know the right levers to control processes of this kind.

In this training, you will learn the difference between classic change and transformation and experiment with the effectuation approach, an open-ended approach to change based on the participants’ practical questions.


  • Differences between change and transformation
  • Indicators and behavioural patterns at the transformation barrier
  • The effectuation approach
  • The agile transformation

organisational development for leaders

Leaders need a basic understanding of what makes organisations “tick” and how to navigate social systems to make changes from within the system that benefits the whole. Silo thinking is out. Working in networks, open information flows and collaborative approaches are success factors for new organisations.

In this training, we explore the basics of organisational development. Based on local conditions, we develop with the participants ways to optimise their organisational unit to meet the challenges that currently exist.


  • The development of the management pyramid
  • Adjusting screws of organisational development and their effects
  • The role of the manager in corporate development processes
  • Modern forms for organisational collaboration

Influential Leadership

In increasingly complex organisations, one often depends on the support of others to achieve one’s own goals. Thanks to Influential Leadership, others follow me without me forcing them to do so due to a position of power. 

On the one hand, you will learn the methods and tools of “Influential Leadership”, and on the other hand, you will have the opportunity to reflect on your behaviour and receive feedback. We will use practical scenarios of the participants to work on them together.


  • Achieving goals by building trust
  • Recognizing own needs and those of others
  • Working based on interests
  • Recognizing and reflecting on your effect on others
  • Recognize and control team dynamics

Leadership Awareness Training

In this training, you will have the opportunity to reflect on your leadership principles in a learning atmosphere at a stud farm in Graz or northern Lower Austria. We use horses as neutral mirrors. Horses give completely candid feedback on whether they accept your leadership or not.

You work on the following principles: Attention, respect, trust, and performance in groundwork with horses. In the second step, you reflect on your experiences and develop concrete measures based on specific transfer questions for your everyday work.


  • Based on the work with horses, you will reflect on and analyse your attitude toward leadership.
  • You work on the topics: attention,
    trust, respect, and performance

Conducting employee appraisals

An essential aspect of employee management is communication with employees. In many organisations, a formalised annual appraisal is a one-on-one meeting. In difficult situations, crisis, criticism, or conflict talks take place. Managers should be able to conduct all these types of conversations professionally.

In this training, you will learn how to communicate with employees in a solution-oriented way, according to the occasion. We work on solution-focused communication and questioning techniques and practice these skills in our case studies.


  • Solution-focused communication
  • Types of talks such as target agreement talks, feedback talks, criticism and conflict talks, terminations
  • Systematic preparation, implementation, and documentation of discussions

Facilitating conflicts

Conflicts are a part of everyday life. If conflicts have been in the system for a long time, or if the emotions of the involved parties are incredibly high, then a clarifying conversation between the two parties is not enough. In this case, a neutral third party helps steer the clarification process.

Conflict facilitators need high social competence and the ability to hold the conflict resolution process without being drawn into it or acting as arbitrators.

This training is aimed at experienced conflict workers and gives them the final touches to work as facilitators in conflict situations. We look at the analytical and systemic conflict resolution approach in this training.


  • Conflict analysis
  • The conflict resolution process
  • Systemic conflict resolution approaches compared to the analytical conflict approaches

Facilitating Meetings

Managers spend a large part of their working day in meetings. Hybrid or virtual meetings are an additional challenge.

In this training, you will learn how to lead meetings to the goal, even under challenging conditions. You will discover different facilitation techniques and how to prepare appropriately. You will get a feeling of how to assess better and control the reactions and contributions of your colleagues/employees. 


  • Preparing meetings according to the set-up.
  • The facilitation process
  • The facilitator’s role
  • Special features of virtual and hybrid meetings

Positive Leadership

Positive psychology focuses on people’s potential and strengths and how they can give meaning to their lives.

Positive Leadership transforms the insights from psychology to the organisational context, Leadership, and collaboration.

In this training, you will learn the basics of positive leadership and how to implement this new approach in your area and lead your employees to success together.



  • Increasing positive emotions
  • Positive charisma
  • Putting strength-oriented leadership into practice
  • Trust and respect in leadership.
  • How can you contribute to employees experiencing meaning in their work?
  • How can you contribute to your employees experiencing themselves as self-effective, taking responsibility and achieving goals?

    The PERMA model summarizes the fundamental approaches of Positive Psychology and transfers this approach to the corporate context. Many studies confirm the effect of Positive Leadership on commitment, employee retention, reduction of absenteeism and other essential business metrics.

    Increase positive emotions and thereby increase your employees’ joy, creativity, and problem-solving ability. As a leader, how can you improve your positive aura and that of your employees?

    Commitment: People who are positively empowered and able to live their potentials engage themselves more. How can you implement strength-oriented leadership in your practice?

    Relationship: Trust and respect are prerequisites for people to allow themselves to be led. What does this mean for their concrete actions in leadership?

    Meaning: How can you contribute to employees experiencing sense in their work again? How can you reinforce and convey this as a leader?

    Accomplishment: How can you contribute to your employees experiencing themselves as self-effective, taking responsibility and achieving goals?

    Remote Leadership

    As a virtual team manager, it is necessary to trust the employees’ willingness to perform and to give them the freedom to decide how to complete the work. At the same time, the manager needs to define the framework of cooperation with the team, such as regular communication and how to deal with unplanned requests.

    In this training, we look at different collaboration settings and the demands they place on leadership. It is essential not to neglect the social aspects of working together in virtual environments. For example, one-on-one communication between managers and employees must happen in the same way in a virtual context.


    • Requirements for leading in a virtual context
    • Delegation of tasks and follow-up of results.
    • Solution-focused communication
    • Work hacks for leaders

      Goal-oriented Leadership

      Goal-oriented leadership is a competence that managers need to complete their daily tasks. When managers pass on goals to employees, they have to decide how much freedom the employee should have, how experienced the employee is, and how freely and independently the employee can work.

      In this training, you will learn about the Coverdale Aims Grid – a tool to define goals even in complex situations. We will also look at management systems for organising goals.


      • Aiming with the Coverdale Aims Grid
      • Delegation of tasks
      • Aims hierarchy
      • Goal management systems Management by Objectives (MbO), Objectives and Key Results (OKR)
      • The Effectuation Approach

      More training offers

      Employee development

      Agility and New Work