Talent Management Projects
I advise personnel development projects in a way that effectively connects employees, leadership, organization, and strategy, always focusing on bringing the right people at the right time into the right positions.
Personal development projects
I advise personnel development projects in a way that effectively connects employees, leadership, organization, and strategy, always focusing on bringing the right people at the right time into the right positions.
Talent Management Projects
I advise personnel development projects in a way that effectively connects employees, leadership, organization, and strategy, always focusing on bringing the right people at the right time into the right positions.
Personal development projects
I advise personnel development projects in a way that effectively connects employees, leadership, organization, and strategy, always focusing on bringing the right people at the right time into the right positions.
Customer feedback
References and project examples from industrial projects cannot be publicly named for confidentiality reasons. I am happy to provide contact with references upon request.
Customer feedback
References and project examples from industrial projects cannot be publicly named for confidentiality reasons. I am happy to provide contact with references upon request.
Customer feedback
References and project examples from industrial projects cannot be publicly named for confidentiality reasons. I am happy to provide contact with references upon request.
Project examples with relevance in today's time:
Project examples with relevance in today's time:
Rapidly changing skill requirements
Rapidly changing skill requirements
Future of Learning
Future of Learning
Qualification and training will be less framed by training programs in the future, but will increasingly be supported by "curators," who assemble various learning topics (internal/external) depending on the function of an employee and make them available, for example, through professional academies and learning consultations; artificial intelligence and new learning technologies are key in this regard and must be quickly mastered and applied by the corresponding HR teams.
Qualification and training will be less framed by training programs in the future, but will increasingly be supported by "curators," who assemble various learning topics (internal/external) depending on the function of an employee and make them available, for example, through professional academies and learning consultations; artificial intelligence and new learning technologies are key in this regard and must be quickly mastered and applied by the corresponding HR teams.
Corporate culture development
Corporate culture development
Personnel systems
Personnel systems
In most cultural development programs, it's about ensuring that employees behave in a way – or change their behavior – that supports the implementation of the company's strategy in the best way (e.g., openness, feedback behavior, service mentality, etc.). While this behavior or behavioral change cannot be controlled, it can be influenced. A key lever in this is the consistent alignment of reward systems, particularly the salary system and the employee development system, so that desired behavior is maximally rewarded and undesired behavior is maximally sanctioned. The operational implementation is a leadership task.
In most cultural development programs, it's about ensuring that employees behave in a way – or change their behavior – that supports the implementation of the company's strategy in the best way (e.g., openness, feedback behavior, service mentality, etc.). While this behavior or behavioral change cannot be controlled, it can be influenced. A key lever in this is the consistent alignment of reward systems, particularly the salary system and the employee development system, so that desired behavior is maximally rewarded and undesired behavior is maximally sanctioned. The operational implementation is a leadership task.
Learning Organization
Learning Organization
Learning Organization
Learning Organization
Based on the premise that the added value of qualification arises not primarily from training, but only through implementation in practice, the role of HR expands. Suddenly, it is about how much the operational organization promotes learning, ensures implementation, and deals with non-implementation. Here too, the interplay between HR and operational leaders is crucial. HR creates the framework and systems that leaders implement.
Based on the premise that the added value of qualification arises not primarily from training, but only through implementation in practice, the role of HR expands. Suddenly, it is about how much the operational organization promotes learning, ensures implementation, and deals with non-implementation. Here too, the interplay between HR and operational leaders is crucial. HR creates the framework and systems that leaders implement.
A possible connection between strategy, innovation, and personnel development.
A possible connection between strategy, innovation, and personnel development.
Action Learning Program
Action Learning Program
It makes perfect sense to involve high-potential candidates in the future of the company at an early stage. Within innovation projects, they can help shape important future topics. This creates a win-win situation: the company receives high-level results from the involvement of its top potentials, and the candidates gain targeted opportunities for self-development by corresponding feedback processes and development measures.
It makes perfect sense to involve high-potential candidates in the future of the company at an early stage. Within innovation projects, they can help shape important future topics. This creates a win-win situation: the company receives high-level results from the involvement of its top potentials, and the candidates gain targeted opportunities for self-development by corresponding feedback processes and development measures.
The RHW Approach to personnel Development
The RHW Approach to personnel Development
A structured approach has also proven effective for projects in the area of personnel development:
Preliminary Discussion
Clarification of context and objectives
Order Agreement
Order
agreement
Listing procedure, resources, budget
Project Work
Working on the project according to the agreement with the client
Completion
Defined project end; handover of project to the line organization; key learnings of the project
Effectiveness
After 3 – 6 months: Sustainable implementation?
Overall Key learnings? Impact?
Depending on the scope and the size of the project, the efforts for the respective steps may vary. All 5 steps should be understood as feedback loops, meaning they can be flexibly adjusted if the process requires it.
The agreement is made in writing and represents the contract between you as the client and me.
There, the expected costs will be outlined as part of a budget agreement. Billing will occur quarterly based on the actual hours worked by me (timesheet).
The final invoice for the project will be issued after successful completion of step 4. The effort for step 5 is already included in this.
Depending on the scope of the project, the efforts for the respective steps may vary. All 5 steps should be understood as feedback loops, meaning they can be flexibly adjusted if the process requires it.
The agreement is made in writing and represents the contract between you as the client and me.
There, the expected costs will be outlined as part of a budget agreement. Billing will occur quarterly based on the actual hours worked by me (timesheet).
The final invoice for the project will be issued after successful completion of step 4. The effort for step 5 is already included in this.
Since I would like to do business with you and the first deployment in a company always comes with increased (explanatory) effort on the part of the client, I would like to lower the hurdle in this regard and grant you effort-based special conditions.
Since I would like to do business with you and the first deployment in a company always comes with increased (explanatory) effort on the part of the client, I would like to lower the hurdle in this regard and grant you effort-based special conditions.
Since I would like to do business with you and the first deployment in a company always comes with increased (explanatory) effort on the part of the client, I would like to lower the hurdle in this regard and grant you effort-based special conditions.
RHW Stautmeister
Developing (Executive) Leaders
Transforming Organisations
Contact
+49 172 3707257
rene@rhw-stautmeister.com
© 2026 RHW Stautmeister
RHW Stautmeister
Developing (Executive) Leaders
Transforming Organisations
Contact
+49 172 3707257
rene@rhw-stautmeister.com
© 2026 RHW Stautmeister
RHW Stautmeister
Developing (Executive) Leaders
Transforming Organisations
Contact
+49 172 3707257
rene@rhw-stautmeister.com
© 2026 RHW Stautmeister