Personnel development Frankfurt: Programs for managers
Ihr Coaching Institut develops in collaboration with HR departments and management teams. Programs for executives and young talent – Individual coaching, training, and team development, tailored to your strategy. 35 certified coaches with their own leadership experience, measurable goals, and discreet implementation in the Rhine-Main region.
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35 certified coaches including ex-CEOs, Harvard affiliates and TED speakers
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DAX references Siemens, Deutsche Bank, Lufthansa and others
Last updated on September 26, 2026 · Professional review by the ICI Senior Coach Team
When does personnel development with external coaches pay off?
Internal staff development is best understood within the company. External coaches bring something different: confidentiality, an outside perspective, and leadership experience from other industries. The combination is particularly effective – your HR department provides the guidance, while we deliver the formats that are difficult to implement internally.
Bringing new leaders into their role
The transition from expert to manager is the moment when most careers either take off or stall. A support program during the first few months shortens the onboarding process and reduces the risk of hiring the wrong person.
Young talent and succession planning
Who are your future department heads, and what skills do they still lack? We combine potential analysis, individual development plans, and coaching to ensure that succession planning doesn't only become an issue when a high performer leaves.
Leadership teams in times of change
Reorganization, new owners, digitalization: In times of upheaval, the second and third management levels need guidance. We combine team workshops with individual coaching for key personnel – supplemented, if needed, by our Change management training.
Coaching pool for the entire company
Instead of assigning each coaching request individually, we will set up a fixed pool of vetted coaches for you – with uniform standards, joint quality assurance and a contact person for the HR department.
This is how your personnel development program is created
1. Needs analysis with the HR department and management
We clarify which strategic goals the program should support, which target groups are affected, and how you want to measure success.
2. Program design
Based on this, we assemble the building blocks: Individual coaching for executives, Trainings and seminars, Communication training and team formats – in the dosage that your daily business allows.
3. Matching the coaches
From our network of 35 coaches, we select those who are a good fit for the industry, culture, and target group. Participants get to know their coach beforehand and can switch if the chemistry isn't right.
4. Implementation, transfer and evaluation
During the program, we report to the HR department on progress and participation in an agreed-upon format – never on confidential content of individual coaching sessions. At the end, an evaluation is conducted against the goals set at the beginning.
Methods in personnel development
We work with proven personnel development models and adapt them to your organization:
- 70-20-10 principle: Most of the learning happens on the job itself, supplemented by exchange and formal training – an approach that aligns with the Center for Creative Leadership is connected. Therefore, our programs focus on practical exercises rather than just seminar days.
- LINC Personality Profiler: A thorough personality and potential analysis serves as a starting point for individual development plans.
- 360-degree feedback: Structured feedback from superiors, colleagues and employees to reveal blind spots.
- Individual development plans: Specific goals, measures and deadlines for each participant – coordinated with the respective manager.
- Transfer support: Short coaching sessions after training sessions to ensure that what has been learned is applied to everyday life.
The ROI of personnel development
Employee development must be profitable. That's why we agree on the criteria for measuring success before the program starts. We base our approach on the four levels of... Kirkpatrick modelParticipant satisfaction, learning success, changed behavior in everyday life and results for the company.
Typical key performance indicators (KPIs) include the internal recruitment rate for key positions, employee turnover in supported teams, results of employee surveys, and the time it takes for new managers to become fully effective. The classification and standards of HR practices in Germany are provided by... German Society for Human Resources Management (DGFP).
Regarding costs: For companies, we charge €330 per coaching hour plus VAT; programs and training courses are priced according to scope. The following helps to put market prices into perspective: RAUEN Coaching Market Analysis; more on our page about the Costs for coaching.
Personnel development, training or individual coaching – which is the right fit?
| Format | For whom | Typical use |
|---|---|---|
| Personnel development program | Human resources department and management for an entire target group | Leadership and junior development over several months |
| Training and seminar | Teams and groups | Specific skills, e.g., leadership, communication, change management |
| Management coaching | Individual managers | Individual role, impact and decisions |
Why personnel development in Frankfurt
In the Rhine-Main region, banks, insurance companies, consultancies, industry, and a strong SME sector compete for the same executives. Those who want to retain talent must offer them development opportunities – visibly and credibly. An external institute with its own leadership experience lends programs a weight that purely internal formats often lack.
Our coaches work in our offices on Oeder Weg, directly at your company, or online. Many programs run across multiple locations, for example with teams from Wiesbaden, Mainz, Darmstadt or Bad Homburg.
Founder's vision: Personnel development from a leadership perspective
Tim S. Tabrizi founded the institute after decades of experience in personnel development from a management perspective – as a board member at WS Audiology, as General Manager of the Sivantos Group, and currently as Group CEO and Chairman of the Board of infoteam Software AG. His guiding principle: Development must be visible in everyday work, not just in the seminar room. Learn more about his career at [website address]. LinkedIn.
Our customers come from:
Frequently asked questions about personnel development
For which company sizes are your programs suitable?
This applies to medium-sized companies as well as corporate divisions. The crucial factor is not the size, but rather that there is a clearly defined target group, for example, new managers or the second management level.
How long does a personnel development program last?
Six to twelve months is typical. Shorter formats are possible, for example to support a specific change project.
Does the HR department find out what is discussed in the coaching sessions?
No. The HR department receives information about participation, progress, and agreed-upon key performance indicators. The content of individual coaching sessions remains confidential – this is essential for coaching to be effective.
Can you supplement existing internal programs?
Yes, that is often the best way. We then provide individual modules, such as one-on-one coaching for participants in your junior development program or support for the transfer of skills after training sessions.
What are the costs for personnel development at your institute?
We charge €330 per coaching hour for companies, plus VAT. Programs including training and workshops are priced according to scope; you will receive a non-binding offer after a free initial consultation.
Do your coaches also work in English?
Yes. Several of our coaches work in German and English, which is particularly important for international teams in the Rhine-Main area.
About the author
Tim S. Tabrizi (Global Executive MBA, IESE Business School) is the founder of the Ihr Coaching Institute in Frankfurt and Group CEO and Chairman of the Board of infoteam Software AG. Previously, he was a board member at WS Audiology and General Manager of the Sivantos Group – 28 years in medical technology, telecommunications, and software, over 20 of them in leadership positions. In its personnel development programs, the institute combines this practical experience with programs for entire management teams. LinkedIn profile | Ihr Coaching Institut on LinkedIn