Managing Director

ThinX Academy is a consulting firm for change and transformation management that develops companies into future-ready and agile organizations.

The consulting focus is on evolving an advanced corporate culture, organizational development and the sustainable development of leaders.

Reference project (Goetel GmbH, fiber optics company, Göttingen):

Change & transformation program, organizational development, corporate culture.

Development and support of cultural and organizational change as part of the merger of 3 companies into one fiber optics company.

Definition of a shared vision, mission and values as the basis for the company’s transformation.

Development of a transformation and communication roadmap, a leadership model and a resulting leadership development program: “LEAD in Transformation”.

Implementation of the new corporate vision and mission and corporate and leadership culture.

Delivery of a 3-module leadership development program “LEAD to Transform” for 40 leaders and 15 trainings for employees.

Reduction of conflicts and resistance to changes within the company.

Introduction of a change agent program and regular feedback and exchange rounds with management.

15% increase in employee satisfaction within 6 months.

10% reduction in employee turnover.

Reference project (Vaillant, heating technology, Remscheid):

Change management for the introduction of an AI-driven knowledge software.

Analysis of drivers and barriers in introducing knowledge software for service technicians, to involve those affected early in the process.

Development of a local and Europe-wide change roadmap.

Advancement of leaders in their role as communicators, training and active involvement of employees in implementing the software.

Successful implementation of the AI knowledge software in DACH, UK and Belgium.

Increase in acceptance and engagement of service technicians for the new AI knowledge software.

13% reduction in onboarding time and costs for service technicians.

Decrease in training and support requests.

Reference project (K-Recruiting GmbH, recruiting company, Munich):

Development of corporate and leadership culture.

Design and implementation of measures to change corporate culture to retain talent long-term and significantly reduce turnover.

Development program for all leaders to drive change in the company and their teams.

Acceptance and support from leaders and employees for the changes in corporate culture.

Improved collaboration and internal communication by increasing employee involvement.

Increased internal recruiting success through targeted and precise candidate outreach.

Reference project (Entega AG, energy supplier, Darmstadt):

Corporate governance with OKRs.

Development of a company strategy map for trading and sales units.

Definition of OKRs per unit derived from this.

Trainings to introduce and support each department in implementing OKRs.

Defined company strategy map for 3 and 5 years.

Introduction of OKRs leading to:

Greater alignment with Entega AG’s shared company goals.

Increased agility and adaptability of units regarding goals.

Enhanced transparency over success factors of each unit.

Reference project (Digistore24 GmbH, digital sales platform, Hildesheim):

Part 1: Development of a New Work leadership culture:

Program to develop leadership skills for emerging managers “Suddenly a Manager” in a remote company using a blended-learning approach.

Establishment of a shared leadership understanding to lead and motivate teams and employees at a distance.

Improved collaboration and increase in company-wide employee motivation.

Enhanced communication skills of leaders in change processes.

Part 2: Introduction of OKRs:

Introduction of OKRs as a pilot project in marketing and sales to more effectively pursue the company’s strategic goals.

Support for OKR introduction over 3 cycles.

Definition of a blueprint for national and international roll-out.

Stronger focus of the team on shared company goals.

Increased agility and improved understanding of each team’s contribution to Digistore24’s overall success.

International roll-out of OKRs in the USA, UK and Germany.

Reference project (Munich Re, Innovation Lab – start-up incubator, Munich):

Development of successful start-up C-level teams.

Assessment and alignment of start-up C-level teams for the optimal composition regarding roles, skills and responsibilities.

Definition of job profiles for C-1 / C-2 level.

Successful formation of the C-level team for 2 Munich Re start-ups: Tree-Trust and LAIA.