ELC answers to what extent a leadership personality or team meets the current and future requirements of a task and strategic goals with consideration of the state-of-the-art (benchmark) against the background of cultural conditions / goals. We supplement this with an assessment of the realisable potential of a personality and provide concrete recommendations for further development.

With our results, we provide input as a neutral expert to back up promotion or recruitment decisions, for internal personnel development planning or work out the effectiveness of an entire management team and the staffing of key functions in accordance with the requirements of the strategy.

The method we use is internationally proven, was developed together with the Harvard Business School and supplemented by us in the area of culture and value evaluation.

The underlying competency model can be flexibly integrated into a client’s existing model. We also adapt the depth and type of implementation of the potential audit depending on the requirements.
It is important that all parties involved communicate openly about goals and possible effects.

Our service competence - application areas

Leadership Potential Audit
We assess individual leaders as well as leadership teams in terms of overall performance based on their personality as well as management and leadership competencies in the respective cultural setup.
Recruiting Audit
The neutral appraisal prior to promotion or hiring enables the adjustment of one's own appraisal rounds without any internal influencing variables. It enables the hiring of the best choice and also identifies aspects for onboarding and further development.
Pre-investment audit
Prior to an investment or purchase of a company, we take a discrete look at the staffing of the existing management levels. This enables an initial assessment in terms of overall management strength and the estimation of the time and cost required to leverage the potential associated with the transaction.
Development audit
The result is the strengthening of the existing management team by identifying individual development opportunities and measures derived from them.

Research facts

Loss of strategic competitiveness and operational efficiency

The costs of suboptimal appointments at board or 1st management level are enormous and far exceed multi-year compensation claims.

The effects are manifold:

      • Performance deficits of employees, peers and especially supervisors!
      • Insufficient strategic development of the area of responsibility
      • Cultural implications in the work environment
      • Lost employees, customers and suppliers

Types of costs of misplacements

Our experts

Raphael Speck

Partner Switzerland

Trust & reliability are the basis of a good business relationship

Dr. Peter Euringer

Managing Partner



Consulting means in particular the bringing about of decisions!

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