Dr. Tobias Heilmann · Business Psychologist
Your team delivers. Your hires last. Your goals hold.
I come to you for two days and look at how things actually run. Then we rebuild until it holds.
For executive teams at SMEs, and cantonal and federal government organizations.
Binelli Group · Swiss Armed Forces · Scintilla · Suva · UZH · ETH Zurich · Raiffeisen · AMAG · BKW · Mammut · SIG
How clients come to me
Most of them cannot name it precisely at first. But they see it: roles do not fit, follow-through is missing, a number is moving in the wrong direction. And in the end, it all lands on their desk.
A change is coming
Succession, a new leadership role, a new structure. You're taking over, and you have to let go of what you did best yourself. You want to lead clearly from day one, instead of second-guessing your successor or slipping back into your old role.
A number is moving in the wrong direction
Accidents, turnover, bad hires, missed targets. You've already acted: new instructions, new technology, new rules. The number keeps climbing anyway. Then it's not about the measures, it's about the behaviour behind them. Often the elephant in the room nobody talks about.
Something's off, but nobody can quite say where
Five locations that aren't a team. Meetings without follow-through. Everyone says "communicate openly", but hardly anyone does when it gets difficult.
How working together unfolds
30-minute conversation
You tell me where it's stuck. I listen.
Two days on site
I look at how things actually run, not in the meeting room.
Rebuilding until it works
We change what you need from Monday. I stay involved until it holds without me.
No sales pitch, no slides. You decide afterwards.
What I offer
Four starting points, one outcome: systems that keep running without me.
Leadership
Leadership development and sparring (retainer). Someone who thinks along, not someone who writes reports.
- Leadership development that lands in daily work
- Leadership rhythm: weekly situational reports from every location.
Team & Organization
2 days on site. Then you'll know where it's stuck.
- Exactly where productivity is lost
- Which leadership decisions reinforce the problem
Selection & Recruiting
Assessment & recruiting: hires that last, instead of positions that reopen after six months.
- Hit rate of 42% instead of the 19% industry average (meta-analysis, Sackett et al., 2023)
- Candidates who genuinely fit, including the overlooked ones
Neurodiversity at work
Workshops and awareness: your people don't understand why some colleagues are "difficult". I explain it.
- ADHD, autism, dyslexia at work
- For teams, HR and leaders
Recent example: 31 leaders developed, hiring rebuilt, a leadership rhythm established across several locations, CHF 360,000 in annual potential identified, first savings realised. At one client the system kept running through a full holiday week, even though two key people were away at the same time. Proof that it holds, including without me on site.
Leadership happens before the receipt, not after.
Numbers and titles show where you have been. Not what happens tomorrow. The number is yesterday's receipt. The title grants the position, not the ability. The only lever sits before that: in behaviour. I make it visible and build the conditions in which it works: capability, opportunity, motivation. On site, until it holds.
Recruiting. Onboarding. Underperformance. Departure. The meter runs as long as nobody looks.
"The new instruments carry our DNA. campaignfit did a really good job.»
"The collaboration was pragmatic, reliable, and always on equal footing. I can wholeheartedly recommend Tobias for guiding demanding leadership and change processes."»
One client once put it this way: "The day they don't need me anymore, I'll know I've arrived." That's how I work too: I stay involved until it runs without me.
Why me?
Finding what others overlook. On site, with a clear method.
The way I like to put it: I am something like a Supernanny for Swiss organizations. I make sure the place runs. That everyone knows how they work best. I support, provide confidence, management and leadership instruments, and help everyone work better.
My specialty: neurodiversity in Swiss organizations. The obstacles that get lost in standard processes are familiar to me from my own experience as well. That makes me alert to talent and dynamics that would otherwise go unnoticed.
- 15 years in practice with Swiss companies and organizations, since 2011
- Dr. phil. Business psychology, University of Zurich
- Programme Director CAS Talent Management & Neurodiversity, HWZ
- Lecturer Military Academy at ETH Zurich (social psychology), University of Zurich, ZHAW, HWZ
- Advisor Middlesex University DBA (in partnership with Kalaidos University of Applied Sciences)
- 42% hit rate instead of 19%, structured vs. unstructured selection (meta-analysis, Sackett et al., 2023)
Before we look at performance, we sort out the team.
What are the individuals in the team like?
Who has which strengths, who feels out of their depth where, who quietly carries more than is visible. Before any measure, I understand the people, not just the roles.
Is the team put together correctly?
Does the mix of roles, personality and experience add up, or is something decisive missing. Using work types and assessment, I check where friction is productive and where it only costs.
Are the goals right for this team?
What you expect, what is feasible, what genuinely has priority. No wishful thinking, but goals the team actually stands behind.
Only once these three questions, and others, are settled can we talk about performance. That is exactly where my work begins.
15% of your employees are neurodivergent. Your hiring process filters them out before you have ever seen their potential.
Das ist kein soziales Anliegen. Das ist ein wirtschaftliches Problem. Und ein lösbares.
Not ready for a conversation yet? Start here.
How inclusive is your hiring, really? The NRI self-test checks your process across 10 dimensions. Free, no appointment, results straight away.
Start the testFrequently asked questions
What does working together cost?
Every engagement is tailored differently. The investment depends on scope and duration. In the 30-minute conversation you get a clear order of magnitude before anything starts.
Where do you work?
On site across German-speaking Switzerland. Based in Schaffhausen, travelling between Lake Constance and Zurich, and wherever you are.
How long does it take?
The starting point is usually two days on site. After that you decide whether and how it continues, selectively or as ongoing support.
How do I start?
With a 30-minute conversation. You tell me where it's stuck. No sales pitch, no slides.
The next step is simple.
30 minutes. You tell me where it's stuck. I listen.
No sales pitch. No slides. Straight talk.