The services offered by Holstein Consult
Companies are often not faced with ‘simple HR issues’, but with complex situations at the interface between people, roles and the organisation: difficult key personnel, teams under pressure, leadership problems or change processes that have stalled.
Holstein Consult supports companies with targeted consultancy and development services that do not merely address symptoms, but are geared towards identifying root causes and finding effective solutions.
The services are clearly distinguishable, but can also be usefully combined in practice.
Situations in which our consultancy services are
Holstein Consult’s services are particularly helpful if, for example, you are facing situations such as:
- key personnel are causing problems through their behaviour or their working relationships
- Managers need to lead effectively, communicate clearly and take responsibility
- Teams are experiencing high levels of friction or conflict
- Changes within the organisation are causing uncertainty, resistance or a decline in performance
- Professional solutions need to be found in the event of redundancies: fair and constructive
- People need guidance on career development or reorientation
Often, the real challenge lies not with any one individual, but in the interplay between role, expectations, the leadership framework and the organisation. This is precisely where Holstein Consult comes in.
“The pessimist complains about the wind, the optimist hopes it will change direction, and the realist adjusts the sails.”
William Arthur Ward
An overview of our services
Business consultancy
We offer business owners a confidential forum for discussing issues that cannot yet be discussed internally, or which are difficult to address within the company.
Typical topics include: succession, business handover, one’s own role, shareholder issues and difficult decisions.
Employee counselling
On behalf of the company, we provide coaching to individual key personnel whose behaviour or collaboration is causing problems. The aim is to specifically improve their effectiveness in their role and within the organisation.
Typical areas of focus: behaviour, leadership effectiveness, collaboration, conflicts, interfaces.
Change Management Consultancy
We help organisations shape change in such a way that it actually takes effect in day-to-day working life.
Typical topics: role clarification, leadership during change, resistance, communication, responsibilities.
Team development
We help teams to clarify collaboration, roles and communication in such a way that they can once again work effectively together.
Typical topics: team dynamics, conflicts, roles, interfaces, collaboration, leadership.
Identifying obstacles to efficiency
We investigate why teams or departments continue to operate inefficiently despite their commitment and existing structures – and we also bring hidden causes to light.
Typical issues: friction, decision-making deadlocks, interfaces, hidden conflicts, informal structures.
Resolving rivalries
We help to identify and resolve entrenched rivalries between managers, key personnel and teams, and to transform them back into constructive collaboration.
Typical issues: power struggles, competition for influence, unclear roles, personal tensions, the formation of factions, and succession and leadership issues.
Management training
We develop leadership skills with a direct link to day-to-day work. The focus is on role, communication, team leadership and dealing with challenging leadership situations.
Typical topics: leadership roles, performance reviews, conflicts, team leadership, communication.
Career guidance
We help people to clarify their career situation and make sound decisions about their next step.
Typical topics: career reorientation, role fit, strengths, positioning, career decisions.
Outplacement
We provide professional guidance to people going through career transitions and help them to develop suitable new career prospects.
Typical areas of focus: assessing one’s current situation, positioning oneself, job application strategy, choosing a role, and career transition.
Which service is the right one?
Not every situation can be clearly categorised at first glance. Issues such as leadership, the behaviour of key individuals, team dynamics and organisational change often overlap.
As a guide:
- Leadership training is appropriate when leadership skills need to be systematically developed or strengthened.
- Employee counselling is appropriate when a single key individual is causing problems within the organisational context but needs to be retained and developed.
- Team development is appropriate when the main issue lies in the dynamics of a team
- Change management consultancy is appropriate when friction arises primarily from a change initiative
- Career counselling is appropriate when the focus is on career guidance and development.
- Outplacement is suitable when professional support is required for a career transition.
If you are unsure which service is most suitable, we can quickly clarify this during a discussion.
How Holstein Consult develops
Holstein Consult does not rely on one-size-fits-all standard solutions, but bases its approach on the specific situation:
- Clarify the issue – What is being observed? What effects are already visible?
- Identify the causes – Is the focus on the individual, their role, leadership, team dynamics or the organisation?
- Select the appropriate format – consultancy, training or a combination of both
- Implement in a practical way – with a focus on the actual work context
- Ensure effectiveness – transfer, feedback and sustainable improvement
Frequently asked questions about the services
The key factor is where the focus of the issue lies: with an individual, with management, within a team or within a change process. Holstein Consult helps to assess the situation and choose the most appropriate approach.
Yes. In practice, this often makes sense, for example when staff counselling is supplemented by team development, or when managers receive additional training as part of a change process.
No. Holstein Consult develops its services based on specific needs. The approach is structured, but the details are tailored to the situation, objective and context.
Yes. Confidentiality is a key aspect of our collaboration. The scope of the collaboration and any potential feedback are clearly agreed upon in each case.
In many cases, it can help to prevent hasty break-ups, as it allows for a closer examination of behaviour, roles and underlying causes. However, it is not an automatic process, but rather a targeted measure aimed at clarification and personal development.
That depends on the occasion, the objective and the complexity. Options range from concise formats for clearly defined topics to ongoing processes spanning a longer period.
In that case, combining this with team development or supplementary leadership consultancy/management training may be a good idea.
Categorise services appropriately and discuss
If you already have a specific situation in mind – such as a difficult key employee, leadership issues, team conflicts or a challenging change initiative – a brief discussion can help you identify the most suitable service.
Holstein Consult will help you clarify the issue and choose a sensible, effective course of action.