Here you’ll find answers to the questions I’m asked most often—before people get in touch, and sometimes afterwards.
If your question isn’t listed, please get in touch. I’ll reply personally.
Who is your support for? I work with leaders and entrepreneurs who carry real responsibility for decisions—managing directors, divisional leaders, founders, and owners of privately held businesses. Most come to me when day-to-day demands have become so consuming that there’s no longer room for the questions that matter most.
How do consulting, coaching, and training differ in your work? In practice, these three approaches often overlap. I bring structure to the conversation (consulting), work with what’s really on your mind (coaching), and offer ideas you can put into practice in your day-to-day work (training). The emphasis depends on what you bring to the conversation.
How does working together begin? We start with a free initial conversation lasting about 45–60 minutes. I’ll listen and ask questions, and together we’ll explore whether working together makes sense and what that might look like. If we decide to move forward, we’ll develop an approach that fits your situation: one-to-one support, a group format, or a process for your leadership team.
What is the in-house Strategiekreis? The in-house Strategiekreis is a structured programme for leadership teams, running over six to nine months within your company. No off-site conference, no seminar. Instead, it gives your team a regular, confidential space to work on real strategic issues, guided by an external facilitator who doesn’t arrive with the answers, but asks the right questions.
Do you also support the implementation? Yes. Insight alone rarely changes much. I support you from the first question through to putting decisions into practice—and I remain available when things get difficult in day-to-day work.
Why is onboarding one of your core areas of focus? Because the first few weeks and months determine whether people truly find their place—in a company, a new role, or a team. Poor onboarding costs more than most companies realise: motivation, potential, and sometimes the person themselves. Good onboarding is a strategic leadership responsibility, not just an HR process.
Do you also work internationally? Yes. I work with leaders and entrepreneurs across German-speaking countries and throughout Europe, in both German and English. Working across cultures is an integral part of my background, not just an additional service.
How much does it cost to work with you? That depends on the format, scope, and context. I don’t offer standard packages. In our initial conversation, we’ll discuss what you need, and I’ll then provide a tailored proposal with a clear price.
How can I get in touch? You can reach me through the contact form at consilium-julia.de, by email, or directly on LinkedIn. I’ll reply personally—no automated responses.
Do you work on-site, remotely, or both? Both. Much of my work combines in-person sessions with video calls in between. We’ll discuss what makes sense at the outset. What matters most is the quality of the conversation, regardless of how we meet.
What does “Wirken on Point” mean? It’s the difference between being busy and making a real impact. Many leaders work hard, but their energy doesn’t always go where it matters most. “Wirken on Point” means knowing where you can make the greatest difference—and focusing your efforts there. That’s what I aim for in every engagement.
What experience and background do you bring to your work? My foundation is in educational science, which has shaped how I think about learning, development, and change. I’ve built on that with systemic consulting, Nonviolent Communication, intercultural work, organisational development, and, in recent years, AI skills for people in leadership roles. I enjoy working across disciplines because the realities of leadership rarely fit neatly into just one.
How do you support leaders with AI? I support them with the human side of AI in organisations. What does AI mean for leadership, decision-making, and teams? How can leaders keep making sound decisions when things are changing quickly? Those are the questions I work on with them.
How long does a typical engagement last? It varies. A single coaching session can already shift your perspective. Deeper change usually takes time—typically six to twelve months. I don’t recommend making a long-term commitment upfront. I prefer to agree on a clear first step, then decide together what makes sense next.
Do you also work with organisations looking for support for their teams? Yes. Companies engage me for leadership development, facilitated strategy processes, onboarding programmes, and work with individual people in key roles. If you’re responsible for HR or part of the executive team and are looking for support for your team, please get in touch with me directly.
What happens if we’re not a good fit? Then we say so—openly and early on. I have no interest in continuing a working relationship that isn’t useful for both sides. That’s exactly what the initial conversation is for: to see whether we work well together and whether my approach fits your situation. If it doesn’t, I’ll gladly help you find someone else.
Is our work together confidential? Of course. Everything we discuss in our work together remains confidential. This applies to one-to-one work and group formats alike. In a group, all participants agree at the outset on how they will handle what is shared.