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Yearly Archive 2025

From Tools to Thinking

What Clients Really Expect from Senior Consultants

When clients engage a senior consultant, they rarely buy a method. They are not buying a framework, nor a specific toolset.

What they are actually looking for is harder to define — but immediately noticeable when it is missing: confidence.

In many conversations with sponsors, decision-makers and project leads, the same pattern appears again and again. The real expectation is rarely stated openly, yet it is always present: “Please bring order into this situation.”


Why methods are rarely the real problem

In projects, there is a great deal of discussion about delivery models. Agile or classic. Scrum or Kanban. ITIL, SAFe or hybrid approaches.

But when you listen carefully, one thing becomes clear: Most projects do not fail because of the wrong method.

They fail because of a lack of clarity. Because of conflicting expectations. Because decisions are missing. Because there is no shared orientation.

This is why clients expect less of a new model from experienced consultants — and far more the ability to make sense of a situation.


Expectation 1: Create clarity without oversimplifying

Complex situations require clarity. But clarity does not mean simplification at any cost.

Senior consultants are measured by their ability to:

  • make relationships and dependencies understandable
  • name contradictions openly
  • define boundaries without blocking progress

Clarity emerges where someone is willing to say uncomfortable things — calmly, factually and without drama.


Expectation 2: Enable decisions — not replace them

A common misconception is that clients expect consultants to make decisions for them.

In reality, they expect something else: decision-making capability within the system.

Senior consultants support decisions by:

  • structuring options clearly
  • making risks transparent
  • articulating consequences

The decision itself remains where it belongs. But it becomes easier, clearer and more accountable.


Expectation 3: Remain calm when situations become unclear

Projects rarely become critical in calm moments. They become critical under time pressure. When interests collide. When information is incomplete.

It is precisely in these moments that the difference between experience and mere activity becomes visible.

Senior consultants are not valued for being the loudest or the fastest. They are valued when they:

  • maintain an overview
  • reorder priorities
  • change the tone in the room

Calm is not a personality trait. It is a professional stance.


Expectation 4: Take responsibility without stepping into the spotlight

Clients expect reliability from experienced consultants. Not self-promotion.

This becomes visible in everyday work:

  • commitments are honoured
  • problems are addressed early
  • limits are communicated clearly

Seniority shows less in presentations — and more in the trust that forms when situations become difficult.


Expectation 5: Provide orientation within the bigger picture

Many projects get lost in detail. Tickets are processed, meetings are held, to-do lists are maintained.

What is often missing is a view of the whole.

Senior consultants are valued for repeatedly asking questions such as:

  • Why are we doing this at all?
  • How does this fit into the overall picture?
  • What truly matters right now?

These questions may sound simple. In practice, they are rare.


Why experience is quiet

Experience does not announce itself. It does not constantly explain itself.

It shows in things becoming simpler. In conversations becoming more structured. In decisions being made faster — not more hastily, but more clearly.

Clients do not expect permanent presence from senior consultants. They expect impact.

And that impact is often quiet.


Conclusion: What clients really buy

In the end, clients do not buy a method. They do not buy a tool. They do not buy buzzwords.

They buy:

  • clarity
  • reliability
  • orientation
  • calm in complex situations

Everything else is interchangeable.

Sapere aude

Sapere aude – The Courage to Use Your Own Mind in Consulting

“Sapere aude” — have the courage to use your own understanding.

The phrase is old, nearly two and a half centuries.
And yet, in modern consulting it feels surprisingly current.

Because although knowledge is available at any moment, although frameworks, methods and “best practices” are everywhere, one thing has become rarer:
the courage to think for oneself.


Why thinking has become risky in consulting

Consulting today is highly standardised.
There are established delivery models, proven templates, internationally accepted methods.
That creates a sense of safety — for consultants and for clients.

At the same time, it creates a subtle danger:
responsibility for thinking is outsourced.

It is no longer the consultant who thinks, but the model.
No longer the situation that is understood, but the situation that is “classified”.
No longer the question, “What is actually happening here?”
But rather: “Which framework does this fit into?”

Frameworks begin to replace judgement.


Sapere aude does not mean: always knowing better

Using your own mind does not mean ignoring experience, methods or knowledge.
It does not mean reinventing everything.

Sapere aude means something else:

Not handing away responsibility for your own judgement.

A senior consultant is not defined by how many models they can name,
but by knowing when a model helps — and when it gets in the way.


Consulting needs judgement, not only rulebooks

Many consulting situations are not clear-cut.
They are contradictory, politically charged, historically grown.

In such situations, rules help only to a point.
What is required is judgement.

Judgement grows out of:

  • experience
  • observation
  • reflection
  • and a willingness to take responsibility

Using your own mind means not hiding behind methods.
It means taking a position — calmly, with reasons, and in a way that others can follow.


The courage to say no — even to best practices

An underestimated part of Sapere aude in consulting is the courage to say no.

No to a method that does not fit this context.
No to a process that is formally correct but practically ineffective.
No to activity that merely creates movement.

This courage is uncomfortable.
It may provoke resistance.
It makes you easier to challenge.

And that is precisely where professional integrity begins.


Why clients can feel this courage

Clients often cannot judge in detail which method is “correct”.
But they can immediately sense whether someone is thinking.

They sense:

  • whether someone truly listens
  • whether relationships and context are understood
  • whether answers come from experience or from slides

Sapere aude does not show up in big words.
It shows up in calm, clear statements.
In questions that reach the core.
In recommendations that do not feel interchangeable.


Using your own mind means showing professional stance

In the end, Sapere aude is a question of stance.

A stance that says:

“I use methods — but I will not be used by them.”

“I know standards — but I still think.”

“I take responsibility for my judgement.”

In a consulting world full of noise, speed and ready-made answers, this is not a small ambition.
It is a quiet, demanding path.


Conclusion: Sapere aude as a quiet mark of quality

The courage to use your own mind is not a heroic act.
It is quiet.
It shows up in everyday work.

In the decision not to react immediately.
In the willingness to think a little longer.
In the ability to tolerate uncertainty.

Sapere aude is therefore not a philosophical quote for Sunday speeches.
It is a very practical measure of good consulting.

Documenting HR Processes: How 222 Models Brought Clarity

Structure over confusion – a project report from modern HR process consultancy

In the spring of 2025, I had the privilege of supporting a major IT service provider in the financial sector as an external process consultant.
The mandate was clear: capture existing HR processes, document them systematically, and model them in ADONIS NP.

What sounds straightforward is, in practice, rarely so.
Processes are seldom tidy, linear or complete – and genuine clarity emerges only when one approaches them with structure, calmness and a sense for the realities of daily work.

222 processes, many conversations – and a coherent structure

Together with a colleague, I conducted numerous interviews over several weeks with HR stakeholders from areas such as Core HR, Learning, Recruiting, People Services and Career & Performance.

Our task was not merely to “record steps”, but to understand the lived reality:
Where do processes run smoothly?
Where do gaps appear?
Where have people built creative workarounds simply to keep the system functioning?

We were, in a way, the Brothers Grimm of process modelling
wandering through the organisation, listening carefully, collecting stories.
Not fairy tales, of course, but processes.
And rather than documenting how they ought to be, we captured them exactly as they are lived.

The outcome:

  • 222 meticulously documented HR processes
  • Modelled in ADONIS NP, including roles, systems, decisions and comments
  • Clearly structured in a comprehensive Confluence workbook
  • Understandable, traceable, and aligned with operational practice

Process discovery with a focus on what truly matters

Our approach was intentionally pragmatic:
No unnecessary formalism, no models for the sake of models.

The goal was to create process documentation that is useful:

  • helpful for operational teams,
  • insightful for leadership,
  • and robust enough to support future optimisation and audits.

A crucial factor was simple: listening well.
To truly understand processes, one must see them through the eyes of those who carry them every day – not merely through textbooks or theoretical frameworks.

What I took away from this project

✔ Good process consultancy requires empathy, structure and an eye for the essentials
✔ Tools like ADONIS NP are only as strong as the clarity behind the modeller’s thinking
✔ Thoughtful documentation builds transparency, trust and room for development

Conclusion: Documenting HR processes pays off

This project demonstrated once again that structured process work in HR is far more than an administrative exercise.
It brings order, relieves employees, and lays the foundation for genuine, sustainable improvement.

Do you need support with HR process documentation?

If you are looking for clarity, structure or a reliable partner for process modelling or documentation, I would be delighted to support you.

IT Service Management and ITIL 4

IT Service Management (ITSM) has become an essential part of modern organisations – whether in banking, retail or the public sector. But how can IT be organised in a way that not only functions, but genuinely creates value?

This is where ITIL 4 comes into play: a globally recognised framework for structuring, managing and continually improving IT services.

What is ITIL 4?

ITIL – the Information Technology Infrastructure Library – is a collection of best practices designed to guide the planning, delivery, operation and ongoing improvement of IT services.

The current version, ITIL 4, published in 2019, brings a fresh perspective.
It embraces modern concepts such as Agile, DevOps and Lean Management, and places a strong emphasis on customer value.

📌 Note: ITIL is a protected framework developed by PeopleCert.
This article offers an independent introduction to core ideas, without any affiliation, licensing or official endorsement.

Why ITIL 4 matters

In an environment defined by rapid technological change, shifting expectations and new business models, ITIL 4 provides a stabilising structure.
It helps IT teams:

  • focus on value rather than merely on technology,
  • define roles, responsibilities and collaboration clearly,
  • make value creation measurable,
  • and anchor continuous improvement into daily work.

The Four Dimensions of IT Service Management

A key concept of ITIL 4 is the consideration of four dimensions that must work together to create effective service management:

1. Organisations & People

Roles, abilities, cultures, leadership.

2. Information & Technology

Systems, tools, data and technical capabilities.

3. Partners & Suppliers

The relationships and responsibilities shared with external parties.

4. Value Streams & Processes

Workflows, handovers, and the orientation toward outcomes.

The Service Value System (SVS)

At the heart of ITIL 4 lies the Service Value System (SVS) – a conceptual model illustrating how organisations transform demand into meaningful value.

The central element of the SVS is the Service Value Chain, a flexible structure consisting of six interlinked activities:

  • Plan
  • Improve
  • Engage
  • Design & Transition
  • Obtain/Build
  • Deliver & Support

Together, these activities guide how services are conceived, developed, refined and provided.

Who benefits from ITIL 4?

  • IT leaders seeking to improve service quality
  • Consultants and project managers working in IT-related environments
  • Professionals new to IT, aiming to understand structured IT operations
  • Organisations wishing to embed standards and best practices into their workflows

Conclusion

ITIL 4 is not a rigid set of rules, but a flexible collection of principles and methods that can be adapted to the needs of a wide array of organisations.
For anyone seeking a clearer understanding of IT services — or wishing to bring more structure, reliability and progression into IT operations — ITIL 4 offers substantial value.

Note

ITIL is a registered trademark of the PeopleCert Group.
This article is intended for informational purposes only and does not constitute official training or certification preparation.

Challenges for Freelancers in Germany: Between Uncertainty and Opportunity

Freiberuflich zu arbeiten bedeutet in Deutschland Freiheit und Flexibilität – aber auch, sich ständig neuen Herausforderungen zu stellen. Besonders in der aktuellen wirtschaftlichen Lage werden viele dieser Hürden deutlicher sichtbar. In diesem Artikel geht es um die größten Stolpersteine für Freiberufler: von der Scheinselbstständigkeit über die Unsicherheiten am Projektmarkt bis hin zu steuerlichen Fallstricken beim Wechsel zwischen Freelance-Projekten und Anstellungen.

Scheinselbstständigkeit: Ein ständiges Damoklesschwert

Für viele Freiberufler ist das Thema Scheinselbstständigkeit ein ständiger Begleiter. Gemeint ist der Fall, wenn jemand offiziell als Selbstständiger auftritt, in der Praxis aber wie ein Angestellter in ein Unternehmen eingebunden ist. Das Problem: Die Kriterien dafür sind oft schwammig formuliert, was viel Raum für Interpretationen lässt – und damit auch für rechtliche Unsicherheiten.

Die Folgen können schwerwiegend sein: Nachzahlungen von Sozialversicherungsbeiträgen für den Auftraggeber, Vertragsbeendigungen und sogar steuerliche Rückforderungen für den Freiberufler selbst. Kein Wunder also, dass viele Unternehmen vorsichtig geworden sind, insbesondere bei langfristigen Projekten, die eine enge Zusammenarbeit erfordern.

Wirtschaftliche Unsicherheiten: Ein volatiler Projektmarkt

Globale Krisen, Inflation und eine unsichere Konjunktur – all das macht den Projektmarkt für Freiberufler zunehmend unberechenbar. Viele Firmen halten sich mit Investitionen zurück, Budgets für externe Kräfte werden gekürzt, Projekte verschoben oder ganz gestrichen.

Das bedeutet doppelte Unsicherheit: Zum einen gibt es weniger Angebote, zum anderen wird der Wettbewerb um die verbliebenen Aufträge härter. Besonders betroffen sind Branchen wie IT, Beratung und Marketing, die sonst für stabile Projektarbeit bekannt waren.

Steuerliche Herausforderungen beim Wechsel zwischen Freelance und Anstellung

Um der Unsicherheit entgegenzuwirken, entscheiden sich viele Freiberufler zeitweise für ein Angestelltenverhältnis, oft im Rahmen der Arbeitnehmerüberlassung. Doch dieser Wechsel hat es in sich – steuerlich gesehen.

Der fließende Übergang zwischen Selbstständigkeit und Anstellung wirft Fragen zur Umsatzsteuer, Gewinnermittlung und Sozialversicherungspflicht auf. Wer beispielsweise neben der freiberuflichen Tätigkeit noch angestellt ist, muss genau prüfen, wie die Einnahmen korrekt versteuert werden. Auch der Status als Freiberufler kann ins Wanken geraten: Ist eine Gewerbeanmeldung notwendig? Was bedeutet das für die Altersvorsorge oder die Krankenversicherung? Diese Fragen erfordern sorgfältige Abwägung und oft auch professionelle Beratung.

Fazit: Flexibilität als Schlüssel zur Stabilität

Trotz aller Unsicherheiten bleibt die Freiberuflichkeit eine spannende und attraktive Arbeitsform. Der Fokus hat sich jedoch verschoben: Networking, Diversifikation der Auftraggeber und eine gute rechtliche sowie steuerliche Beratung sind wichtiger denn je.

Wer seine Verträge klug gestaltet, das Risiko der Scheinselbstständigkeit minimiert und flexibel auf Marktveränderungen reagiert, ist gut gewappnet. Denn in einer Arbeitswelt im Wandel sind es oft die, die sich schnell anpassen können, die langfristig erfolgreich bleiben. Freiberufler in Deutschland stehen vor Herausforderungen – aber auch vor der Chance, neue Wege zu gehen und sich immer wieder neu zu erfinden.