You've tried everything.
Yet the good ones leave.
Not because of salary. Not because of leadership. But because your incentive structure rewards the opposite of what you demand. I analyze hidden incentive structures in organizations and reveal what really drives behavior.
Your company says X. Your incentives reward Y.
The people aren't the problem. The incentives are.
"Show me the incentives and I'll show you the outcome."
These contradictions aren't leadership failure. They're structural. And that's exactly why workshops, team events, and raises don't solve the problem. They treat symptoms – not the cause.
Before we talk about solutions: do you even have this problem?
I find the invisible forces
Systematic analysis, not gut feeling. Real conversations, not surveys.
Listen
I talk to people – starting with those nobody asks. Reception, facilities, the quiet ones. They often know best how things really work.
Analyze
I ask questions, listen between the lines. With digital tools I systematically analyze what I hear – all local, nothing in the cloud.
Reveal
Then I draw a picture: What does this company say publicly? What actually happens? Where do the signals contradict each other?
I use digital tools for analysis – but everything runs locally on devices on-site. No data is transferred to the cloud. Nothing leaves your company.
Three steps. From diagnosis to change.
Not every organization has a structural incentive problem. That's why we start with a diagnosis – not a project.
Incentive Check
90 minutes of structured diagnosis. Find out whether and where your incentives contradict your goals.
- Pre-call questionnaire (5–10 min.)
- 90-min. diagnostic session (video or on-site)
- 2-page written summary within 48h
- Clear recommendation: proceed or not
Incentive System Analysis
When the diagnosis shows it goes deeper: systematic analysis with interviews at every level.
- 15–25 confidential one-on-one interviews
- Systematic pattern analysis
- Your "Incentive Map" as deliverable
- Concrete structural interventions
Implementation Advisory
The map alone changes nothing. I support implementation – turning diagnosis into real change.
- Monthly advisory & check-ins
- Progress tracking
- Adjusting interventions
- Largely remote
A typical pattern I see in organizations
Turnover is high – especially among junior talent. HR has tried everything: better salaries, flexible hours, team events. Nothing helps long-term.
The analysis reveals: The promotion system rewards political skill, not performance. The best leave because they realize quality doesn't count – no matter what the website says.
The Intervention: Visibility and promotion criteria are tied to measurable performance. The influence of informal "hallway politics" is structurally devalued.
"For the first time, someone asked the right questions. Not 'how do we motivate people', but 'why are we demotivating them'."— What leaders say when they see the contradiction for the first time
When you need me
Good people leave
Your best employees quit, and nobody really knows why. Exit interviews only deliver politeness.
Surveys show nothing
Morale is bad, but employee surveys don't reveal concrete starting points.
Consultants didn't help
You've had consultants before – nice presentations, but no real change.
Change is coming
Merger, restructuring, new leadership – and this time it should work properly.
Scientist by training, listener by profession
My path into organizational consulting began in science. A PhD at ETH Zurich teaches one thing above all: how to systematically penetrate complex systems and identify patterns.
Later, while in the midst of a major organization's transformation, I realized: When technical plans fail, we methodically search for the error. But when it comes to "culture" or "people", companies often rely on gut feeling or superficial standard workshops.
I bridge this gap by combining analytical thinking with deep listening. To understand a system, you can't send out questionnaires – you have to understand the people. I collect the unwritten rules and "hallway truths" like data points. I listen where no one else asks, and translate these whispers from the frontline into a crystal-clear, structural analysis for leadership.
Understand what drives you
Why values tests? Your personal values are the filter through which you perceive incentives in the company. If you want to understand the system, you must first understand your own behavior. Test the frameworks I use in my engagements here. Free, anonymous, right in your browser.
Values Test
What really drives my behavior?
Discover the gap between self-image and actual behavior. Based on Clare Graves' value systems theory.
- 7 value systems analyzed
- Explicit vs. Implicit comparison
- ~10 min. (short version)
Transformation Game
How well can I adapt?
Test your communication flexibility. Interactive scenarios reveal whether you meet people where they are.
- 27 practice scenarios
- Adaptability profile
- ~15 min. (short version)
What clients say
"Finally someone who doesn't come with pre-made solutions. Max listened, asked questions, and then revealed things we couldn't see ourselves."
"The combination of analytical thinking and genuine understanding for people is rare. The result was a report that finally identified the right levers."
- The company that preaches innovation – but punishes mistakes.
- The organization where politics counts more than performance.
- The business that demands ownership – and controls every step.
Get in touch
Whether for an Incentive Check or an initial consultation – choose the path that works best for you.
Free 15-Minute Call
15 minutes. Get to know my style, describe your problem, and let's find out together if and how I can help.
Incentive Check
90 minutes structured diagnosis. Find out where your incentives contradict your goals. € 390 (prepayment upon booking).
Ready to find the real causes?
The Incentive Check: 90 minutes, structured diagnosis, written summary. Clarity instead of gut feeling.
Book Incentive Check