Change Managers in Germany

Career roles and levelling framework for an AI startup. Defining role scope, progression criteria, and how promotion decisions get made and communicated — including the question most frameworks now have to answer: what "senior" means when a large part of the work is AI-assisted.

Business development and professional exchange

• Developed a consulting offer for digital transformation, AI adoption, and Operating Models; built industry and partner relationships.

AI Consulting | AI Training | Public Sector

Building a specialized AI consulting firm focused on the public sector and the organizational integration of generative AI.

• Development of AI-supported assistant and agent solutions for public sector organizations
• AI consulting, with a focus on public companies
• AI seminars and webinars for the public sector

• Supported an acquired company in its strategic and operational realignment.
• Analyzed the initial situation and identified key areas of change in the business model, target groups, product range, and pricing and margin structure.
• Advised the company management on change priorities, organizational issues, and the implementation of strategic decisions.
• Supported the further development of market positioning, customer communication, and digital presence as part of the company's transformation.

GenAI – Chat & Voicebot

Setup of a GenAI solution with a knowledge base as well as chat and voicebots.

• Definition of use cases and chat/voicebot functionalities
• Project setup for cloud, knowledge base, LLMs and RAG
• AI guardrails, IAM concept
• Governance, Risk & Compliance (GRC)

Result:

Setup of an enterprise GenAI solution with knowledge base, chat/voicebots, IAM and governance.

Worked across several departments with a focus on AI implementation, change, strategic projects, and leadership development.

• Implemented AI initiatives and change management projects.
• Supported strategic analyses and prepared decision-making materials for top management.
• Prepared and facilitated leadership meetings and offsites.
• Developed controlling solutions with Excel for structured management and analysis.

• Coaching professionals and leaders on leadership, career development, change and resilience; more than 1,800 coaching hours in three languages.
• Collaboration with coaching platforms such as Speexx, Unmind, Pack and SparkUs; clients include people from technology, pharma and energy, among others.
• Design and facilitation of workshops on team dynamics, change and leadership in uncertain times.

• Supporting the company succession process and coaching future managers.
• Transformation and support of the digital transformation (automated small-parts warehouse, introduction of a new warehouse management system and ERP system), process optimization, realignment, and reorganization of business activities.

• Teaching across the academy's systemic and individual psychology coaching programs.

• Reporting to the Head of the IT business unit
• Establishment and management of the digitalization unit – leading a team currently consisting of three employees
• Development of an organization-wide digitalization portfolio and digitalization strategy through 2030, including a mission statement, target vision, fields of action and specific work packages
• Analysis and structuring of the existing digitalization portfolio – creating transparency regarding initiatives, benefits, risks and dependencies
• Design of a consistent approach for recording, evaluating and prioritizing digitalization needs from the specialist departments
• Analysis and redesign of business and administrative processes – in cooperation with specialist departments, IT and central functions
• Development of structures for the digital office 2030, document and knowledge management – digital collaboration and sustainable integration of knowledge
• Supporting projects in the areas of HR, finance, M365, Power Platform, automation and AI
• Establishment of methods and formats for process management, change, participation and employee enablement

People and organizations face particular challenges in today's world: Technological changes have a massive impact on the way we live and work, while the fast pace and amount of change around us require ever faster adaptability and ability to absorb information, resilience and confidence in our own identity. While change projects in companies were characterized by a clear start and end date until a few years ago, we are now faced with permanent change. I support people and organizations in accepting and living with this permanent change.

• E-Tech, manufacturer of customised solutions in the automation control sector, +60 employees
• Reporting line: Directly to the Managing Director/owner
• Development of vision, values and mission statement
• Establishment of communication structures
• Establishment of HRM – search, selection and hiring of the HR Manager
• Development of the sales strategy
• Development of the product strategy
• Analysis and improvement of production processes
• Holistic organisational development — HRBP ad interim
• Teambuilding for the management team
• Vision, values and mission statement development - cultural change
• Identification of requirements, creation of job requirements, employer branding
• Selection, conducting interviews and hiring of the new HR Manager

Planning, delivery & facilitation of crisis communications and reputation management

AQIM is a non-profit organization based in Austria. It is an association of interim managers from Germany and Austria. Founded in December 2024. Multi-part training with workshops and consulting on preventive crisis communications, in collaboration with the founding members and communications leads. To assess crisis potential for the market entry strategy and ahead of a digital campaign.

Project highlights:

Consulting and training for:

• Assessing crisis potential as a new market participant and for its internet-based communications activities
• Planning and developing crisis communications with targeted measures
• Developing a crisis plan to minimize reputational risks in the event of a crisis
• Delivering training and information sessions

Results:

• The one-off consulting event initially planned to prepare for an information campaign became a multi-part workshop on preventive crisis communications. It gave the organization the skills and confidence to handle an acute challenge, and also helped the participating interim managers build skills they could use in their day-to-day client assignments
• The workshop enabled those responsible to launch the information campaign, which was being prepared at the time and planned to run for six months, on social media as scheduled at the end of January 2026
• Carefully prepared scheduling and clear guidelines for responding to critical voices, including terminology, tone of voice, and compliance rules, ensured a smooth launch and delivery of a 3-month information campaign