Leadership development: trainings and talent development
AI and robotics are changing everything right now. That is why many companies are investing heavily in new technologies. But in doing so, a dangerous gap emerges: technology alone creates no change. Change happens through people. Through leaders who navigate their team through uncertainty. And through talents who lead your company into a successful future. This is exactly where we come in.
Our Clients
What is leadership development?
Definition & goals
Leadership development encompasses all strategic measures to specifically strengthen the methodological, social and personal competencies of managers and emerging talents. The goal is to prepare them for complex challenges — whether in day-to-day team leadership or in major change projects. Professional leadership development ensures that these measures are precisely aligned with the corporate culture and strategic goals. This turns leadership into a genuine competitive advantage.
Our solutions for your
leadership development
As a leading change management consultancy, we have been developing leaders and talents for over 33 years. In the last five years alone we have supported more than 500 change projects — and the number keeps rising. Throughout, we have experienced one thing again and again: change only succeeds through strong people. That is why we know the challenges leaders and talents face in corporations and mid-sized companies. Our formats for leadership development are anything but standard programs. You choose the topics and building blocks that are relevant to you. We tailor the content specifically to your employees. This creates tailored development measures with lasting impact.
01 Leadership trainings
So your leaders actively shape change — clearly, confidently and effectively.
02 Talent development
So your best minds stay, grow and move your company forward.
03 Immersive trainings
Real challenges for talents and leaders in a realistic corporate world.
01 Leadership trainings
Leaders today are under enormous pressure. They are expected to lead their teams through far-reaching change, demand performance and at the same time create an environment where people enjoy working. That is a demanding task — and it is exactly this task we support. Our leadership development is not a classic seminar. It is a workshop: application-focused, experience-based and tailored to the real challenges of your leaders.
This is what we want to achieve together with you
The intention is always the same: after our collaboration, your leaders should lead more clearly, communicate more confidently and act more effectively — especially when it counts. Our trainings follow your needs. A compact day for a specific topic. Two days of intensive workshop work. Or a multi-week learning journey that combines in-person work, reflection and transfer. What matters is not the format — what matters is the impact.
Leadership development: what makes us special
Five points set our work apart from classic training providers.
1. We are management consultants
Many training providers measure success by participant satisfaction. We measure it by your business success.
1. We are management consultants
Because we are not classic training providers. We are consultants. That means: with every measure, we first ask what should come out of it in the end. What goals do you want to achieve? What problems should be solved? How does this measure make your company stronger? That is why we use the Kirkpatrick model to make impact visible. We don't stop at participant satisfaction or NPS. We measure the actual impact on your business goals — on the KPIs that really count.
2. We are change experts and coaches
A training only changes something if it triggers a genuine rethink. That takes more than knowledge.
2. We are change experts and coaches
It takes the right tools, the right methods — and people who put their finger on the sore spot. That is exactly what our trainers bring. They are all trained coaches and know how real behavioral change comes about. Not through lecturing, but through targeted reflection, smart questions and the courage to openly address uncomfortable topics. As change experts, we make sure a training becomes real change — fully in the spirit of our CPC change formula. Not a short-lived impulse, but a lasting change that stays tangible in your company.
3. We are experienced leaders ourselves
Theory is important. But what really helps is a conversation with someone who knows your situation.
3. We are experienced leaders ourselves
Our trainers are experienced leaders themselves. At CPC we take on responsibility early. This has a decisive advantage: we have experienced all the use cases your leaders bring in a similar form ourselves. We know the long days, the difficult conversations and the pressure from our own experience. That is why we can also make deeper patterns visible in order to change them. The methods and tools we use we have tried and tested ourselves.
4. Our trainings are application-focused
Leaders have little time. So it isn't easy to carve out one or two days for a training.
4. Our trainings are application-focused
It's easier when you take away something that helps directly on the next workday. That is why we work with use cases from participants' everyday work. At the start we ask: where are your current challenges? What's going well — what would you like to change? From this emerges the practical content of our leadership trainings. Of course we also convey the current state of research. But the focus is on applying methods and solving concrete problems. That is why we understand our trainings as workshops: for working, practicing and experimenting.
5. Our trainings always bring a dose of fun
Content stays in your mind when it is linked to emotional experiences. That is no coincidence, but learning psychology.
5. Our trainings always bring a dose of fun
That is why we create moments in every training that stay in memory. The "Oh, remember that time in the training?" — that is exactly what we want to create. Through different formats, surprising methods and real experiences that genuinely move your leaders. Because those who remember also apply. And those who apply, change.
Typical topics for your leadership development
Our trainers don't bring ready-made concepts into the room. They bring real questions. For example: how are you currently dealing with performance problems in the team? Where do you feel unsure in a conversation?
From these answers, a workshop emerges, for instance. We work with direct cases and situations from your leaders' everyday work. This way they take away no theory — but proven solutions from the leadership training. Development happens exactly on the topics that many of our clients are dealing with right now:
Conversation & feedback
How do I give feedback that really lands? How do I hold a difficult conversation about performance or behavior — clearly, respectfully and with impact?
Leadership in times of change
How do I bring my team along when everything is changing? How do I provide orientation when I don't yet have complete answers myself?
Performance-oriented leadership
How do I create an environment where people can do their best? How do I steer for performance without demotivating?
Self-leadership
How do I lead myself? Where are my limits, my patterns, my strengths — and how do I use that consciously?
What you gain
As consultants, we are only satisfied when the training makes a measurable difference. That is why we use various methods to make the impact on your business goals visible — not just participant satisfaction. Your leaders return strengthened. With more clarity, more tools and more confidence. And their teams feel it too.
“What we believe in at CPC are leadership trainings and programs that pay directly into the business.”
Isabel Schäfer, Manager at CPC
02 Talent development
Every company has a very individual definition of what a talent is. But on two points most agree: talents are the ones you build on when it comes to leading the company into a successful future. And talents are the ones you definitely want to keep in the company — no matter how uncertain the times are.
It is precisely along these two points that we designed our training formats for talent development. Because both belong together: retaining talents and strengthening talents.
This is what we want to achieve together with you
The intention is always the same: your talents should feel that they are needed, seen and have an exciting future in your company. And they should receive the tools, the knowledge and the mindset they need to actually lead your company into the future.
Our three approaches to talent development
1. Appreciate and retain talents
Retention doesn't begin with raises. It begins with the feeling: I belong here. I'm doing something here that counts. We support our clients in creating exactly this feeling — with measures that truly value talents.
1. Appreciate and retain talents
For this we use, among others, the following proven approaches:
- Exceptional experiential formats: These can be special events, inspiring encounters or unforgettable moments that make talents feel: this is where I belong.
- Targeted connections with experts: Talents grow when they come into contact with the right people. We create these connections — inside and outside the company.
- Entrusting important tasks: The strongest message to talents is trust. That is why we bring in the targeted delegation of important tasks as a development measure.
2. Strengthen talents for the tasks of tomorrow
For talents to lead your company into the future, they need more than expertise. They need the right tools, the right knowledge and above all the right mindset — to act even amid uncertainty.
2. Strengthen talents for the tasks of tomorrow
For this we design engaging, varied development programs together with our clients. In concrete terms this can mean: talents work in groups on real business challenges from your company. They learn from one another, from business sponsors and from experts — inside and outside the organization. And in doing so they develop exactly the skills your company needs. We are not tied to a single format. An intensive two-day workshop. A learning journey over several weeks or months. A combination of in-person, virtual formats and individualized learning offers. What matters is not the format — what matters is the result.
3. Talent communities — connected across departments
Strong talents rarely work alone. They need a network across the company — beyond departmental boundaries. Talent communities create exactly this added value.
3. Talent communities — connected across departments
They give talents a platform where they can exchange ideas, learn from one another and work together on topics that move the whole company forward. Alongside individual coaching, these communities also offer room for their own impulses. Here talents can voice their needs and actively help shape things. Because talents who help shape things stay. And talents who stay lead your company into the future.
Ready for the next step?
As change experts, we look together with you: how are talents defined, identified, named and developed at your company? We would be glad to find the right approach for your initiative.
“We look at the entire talent ecosystem — from definition to development.”
Dirk Thater, Partner at CPC
03 Immersive formats: leadership training, development and practice
Leadership can be learned through in-person or online trainings. However, we know that over 80% of the content is not applied in everyday work.
The "Global State of Managers" study shows: 69% of employees think they would be better bosses than their superiors. And over 90% say that the relationship with their boss is decisive for whether they stay or quit. Companies should therefore, especially in times of skills shortages, make sure that leadership competence is not only trained but also applied in everyday work. And that is exactly what we developed the immersive "Reality Training" for. In a Reality Training, leaders can prove themselves in a fictitious company for two days. For our clients we create practice companies with their own business buildings, offices, employees and much more. Everything feels 1:1 real.
For numerous companies we have developed dedicated practice companies. By now more than 6,000 leaders have taken part in a Reality Training.
“We have created practice companies for many companies. Over 6,000 leaders have already taken part in an immersive training.”
Noema Löw, Senior Manager at CPC
We're grateful for these awards
- CPC is a five-time No. 1 Hidden Champion for change management
- Year after year, brandeins/thema names us Germany's best management consultancy for change management
- We have been a Focus Top Consultant for many years
- Winner of the HR Excellence Award and the European Training Prize together with Deutsche Telekom and Lufthansa Technik
- We are No. 1 Great Place to Work in the 51–100 employees category and a Kununu Top Company.
Let's discuss
your project with us!
The first step is easy — and don't worry: we won't send you dull newsletters or annoying promotional emails. Instead, we focus on what matters: your change goals and how we can move your business forward.
Step 1
Call back or email.
Within 24 hours we get in touch with you, capture your requirements and arrange an appointment with one of our experts.
Step 2
Free initial consultation.
In a video call you explain your project and discuss possible solution scenarios together with our expert.
Step 3
You decide how to proceed.
Proposal, pitch or project kickoff? You set the next steps.
Questions and answers on leadership development
We are the leading change management consultancy in Germany. For more than 30 years we have supported international corporations and large mid-sized companies in more than 2,500 change projects. From the very beginning, this has included leadership trainings and leadership courses.
We have relevant experience in leadership coaching as well as in designing and running a wide range of leadership development programs. We are happy to give you insights into references and example solutions to convince you. Just get in touch.
Yes, it takes time, money and commitment on your part. But our experience shows that investments in employees' leadership behavior pay off very quickly.
To meet this need, we set up an impact measurement together with you. An evaluation based on the Kirkpatrick model for assessing the leadership trainings has proven itself here, for example.
We look at your corporate and leadership culture together with you. Every leadership development or culture development program is unique and the content is tailored individually to your needs. At the same time, we have by now run so many leadership courses and programs that, with our standardized approach, we can select the right topics together with you. That saves time and money.
With us you'll find every scale — from individual leadership courses, trainings and e-learnings to several modules building on one another to holistic learning journeys made up of various modules. For a first impression, feel free to visit our CPC Academy.