Leadership Learning

We help executives and HR experts to overcome the organization’s resistance to learning and to establish a high performance culture within 6 months without …

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… wasting limited resources

… to introduce costly, theoretical management development programs with a low level of effectiveness

... to implement methods that do not fit the organization and do not produce any results

... frustration of employees with maximum use of existing knowledge

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Would you also like to take your leadership development to the next level, then let’s talk with each other!

Organizations that we have consulted and have worked for

And that's what our customers say

The cooperation with step 5 is characterized by a high thematic competence in the areas of organizational development and organizational learning, an uncomplicated, pragmatic working atmosphere and a pleasant togetherness. The consultants quickly manage to get in touch with a wide variety of stakeholder groups in the company and they quickly enjoy the trust of even critical decision makers. The systemic understanding of learning and teaching in step 5 creates business-related learning experiences that go beyond standard management courses in the non-business training laboratory.

Michael Zaugg,
Senior Vice PresideM Human Resources at
YPSOMED AG (medical industry)

I have worked with step 5 on many different projects and I appreciate their ability to master a wide range of leadership and transformation topics - from strategy development and implementation to organizational design to leadership development and organizational culture.

I have seen Christoph and Michael as valuable cooperation partners who are not afraid to point out possible blind spots to their customers.
In their work as experienced coaches and consultants, they are pragmatic, resource-oriented and solution-focused. They address topics and deal with challenges holistically, always in the light of the respective context and the relevant connections.

Katja Manuela Egger,
Global Learning Partner
ABB (Robotics and Discrete Automation)

First of all, I would like to mention the trusting and open relationship that developed very quickly when working with step 5.

That was the basic prerequisite for successfully and purposefully designing management training. By repeating and intensifying important topics, contents that were developed by the participants were deepened. step 5 has therefore adapted the content from one seminar to the next together with the participants. In addition to a common understanding of leadership in the organization, the managers were able to develop solutions for their current challenges and lead their employees more effectively. In doing so, we found a greater understanding of the managerial role, more self-confidence and trust in employees, as well as personal responsibility

Swen Koch,
HR manager
Possehl Electronics (manufacturing industry)

Our approach is based on the following theses

Contemporary management development is designed in such a way that desired (future) values are expressed through the program.

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The main way of learning is through application and practice. Learning takes place in reality and not in the seminar room.

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Learning requires reflection, dialogue and conversation.

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Management development is particularly effective when it is integrated into everyday life and (less) experienced as an additional effort.

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Working on real existing strategically important problems increases the efficiency of leadership learning enormously. On the one hand these challenges are solved in better quality, on the other hand only what is really needed is learned.

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