How does HR position itself by working with Leadnow?

We help HR move out of the line role and into a strategic co-designer role — with clear instruments, and without crowding out operational HR work.

How long does HR strategy consulting take?

An initial assessment typically takes four to six weeks. A full HR strategy development, anchored in the senior management team, takes three to six months.

Is the support confidential towards the executive board?

No. Effective HR consulting requires the executive board to know the role and the mandate. The substance of individual sessions we of course treat as confidential.

What role do HR workshops play in anchoring?

Workshops are the most effective means of establishing a common line between the executive board and the HR leadership team. We prepare them so that the board carries them, and follow up so that the insights land in everyday work.

How do we develop our own HR team?

HR teams are specialists in team development — which is exactly what makes developing themselves difficult. Here we offer an external mirror and methodical support that fits the language of HR.

Anchoring effective leadership — together with HR.

For us HR is not the recipient of the side effects of effective leadership, but a partner in anchoring it. We support HR in positioning itself strategically, in shaping transformation processes, and in developing its own team. The existing HR section on leadnow.ch remains reachable unchanged.

Talk to us, no obligation See the existing HR consulting

What HR leaders say about it

With Leadnow, we have a partner who responds to our questions on the topic of leadership and advises us individually. The programme is tailored to our specific needs and enables us to further develop the various aspects of leadership. This sustainably improves the effectiveness of our leaders in the company.

Franziska EbneterHead of HR, Fortimo AG

Stefan Heer knows how to combine complex contexts with practical examples and convey them in a way that is appropriate for the target group. His background as an engineer and psychologist helps him to get to the heart of very different points of view in an authentic way.

Thomas SprengerChief People Officer, Dreier AG

Based on the results of our last employee survey, we launched a broad development programme for our leaders with Leadnow. Leadnow supported us in the development and implementation of the programme over the course of a year in a pragmatic, needs-oriented manner and with great expertise. We gained a great deal of know-how on leadership topics, practised and reflected on ‘leadership behaviour’ and applied it in practice in an important Ergon development topic. I greatly appreciate the collaboration with Stefan Heer and his team in the combination of leadership and organisational development as a sparring partner, idea provider, perspective opener, moderator and trainer.

Gabriela KellerCEO, Ergon Informatik AG

What HR can expect from Leadnow

Articles for HR and People & Culture

Führungsaufgaben, Phänomene des Führungsalltags, Psychologie der Führung

Wieso setzen meine Führungskräfte nicht um, obwohl ich es 100 x erklärt habe?

August 9, 2026

Kurzantwort: Sie haben es längst verstanden – sind jedoch nicht einverstanden. Symptom Vorne erklärt der CEO zum hundertsten Mal Vision, Strategie und Ziele. In den Sitzreihen kämpfen die Anwesenden mit Sekundenschlaf. Solche Situationen erlebe ich oft: Gegenmittel Fragen stellen! Der Fokus muss weg vom einseitigen Erklären und hin zum Klären aller Standpunkte. Die Teilnehmenden sollen sich […]

Phänomene des Führungsalltags, Psychologie der Führung

Wieso sind unsere Führungskräfte so unselbständig?

July 19, 2026

Symptom Die Frage im Titel höre ich ab und zu von CEOs. Ich frage zurück: „Was meinen Sie damit?“ CEO: „Die Führung zögert, sichert sich ab, macht nicht vorwärts!“ Ich: „Und was tun Sie dann?“ CEO: „Dann mache ich es eben selbst!“ CEO dieser Art treffen auch Entscheidungen, bevor die Frage im Raum zu Ende […]

Cases

HR Workshop mit Gruner

April 14, 2026

Personaler sind unsere wichtigsten Komplizen in der Führungsentwicklung. Weil wir unseren Komplizen Sorge tragen, haben wir speziell für sie ein Format entwickelt um die ihre Werkzeuge schärfen. Denn oft kompensiert Human Resources die Nebenwirkungen von noch nicht optimaler Führung. Nicht so bei Gruner: Es war sehr beeindruckend, wie offen sich das HR Team der Gruner […]

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