Oliver Rothfuß


Management Consultant:
»Change ensures survival!«

My Best Project Experience

A few years ago I was supposed to support a company, as a consultant, with the design and introduction of a Skill Management system “on the quick.” It soon became clear, however, that this project couldn’t simply be done on the side: during the implementation the project team encountered massive resistance, there were loads of hurdles and inconsistencies that made life difficult for all of the affected people. In the end, it took three years before the HR development system was introduced.

And so why did this project make such an impression on me? It impressed me to see how the project team, over the course of months, went from being a work group to a real team; everyone gave 200 percent, the cohesion within the group was tremendous. And the best part: the Skill-Management system has become one of the fundamental pillars of the HR development – all the effort was worth it!

Work Focus

Employee and Organisational Development:

Design and introduction of human resources development instruments

Active monitoring of change processes

Coaching of managers and project leaders

Professional Experience

Seit 2004 Management Consultant
Detego, Hamburg
1999 – 2004 Senior Consultant
CSC Deutschland Akademie, Hamburg
1997 – 1999 Executive Assistant/HR Leader
GLS Gemeinschaftsbank, Bochum
1996 – 1997 Facilitator
Berufsfortbildungswerk, Hamburg
1989 – 1992 Assistant Branch Manager
Volksbank Waiblingen

Project Experience

Design and running of competence management (IT Service Provider)

Design of human resources development instruments (function specification, processes, competence catalogue, selection IT tool)

Introduction of human resources development instruments with the assistance of a communication concept

Greatest challenge: integrating the concept into existing human resources development instruments and taking care of acceptance from managers and employees.

Implementation of an IT Vision (Financial Institution)

Design and running of workshop cascades

Support throughout the creation of a communication concept

Greatest challenge: steering of complexity and overcoming resistance.

Potential analysis for managers (Automotive Concern)

Running of potential analyses using the ASSESS tool


Greatest challenge: feedback and coaching by telephone.

Establishment of a “Human Resources Business Partner” Model (Insurance)

Development of profiles for Human Resources roles

Design and running of workshops to support acquisition processes

Greatest challenge: changing the attitude and behaviour of the employees for the long term.

Design and running of the strategy transformation (Financial Institution)

Design and running of a workshop cascade

Evaluation of the workshop results and determining the next steps

Greatest challenge: integrating disparate company cultures


Political Economics Studies

Banking Apprenticeship
Untertürkheimer Volksbank, Stuttgart