Talent development
This results in development that not only suits the individual but also strengthens the company in the long term.
Talent development for
sustainable business success
From High-Potential employees to consciously shaping your own leadership or specialist career. Many talented individuals are faced with taking a leap of faith when it comes to their career decisions without any structured guidance. This is where we come in: identifying potential, providing guidance, developing skills, and applying them directly in projects.
Our innovative program supports your talented employees in finding the right path between a specialist and a leadership career. Participants receive the “right” development steps in line with their personal identity. Your company benefits from increased employer attractiveness and long-term matching between requirements and expectations. The result: when interests overlap, performance and innovative strength increase sustainably.
Our development program is a strategic investment that pays off for both sides: talent and companies.
Talent/High Potential Program
Talent/High Potential Program
The customized Development Program can include various stages in the Learning Journey based on your company’s values, mission statements, and competency models. The program can also be implemented without integrated project work.
Stages of the Learning Journey
- DEPARTURE: Reflection and Orientation
Assessing your current position with ADEPT-15® assessment for conscious self-reflection. Defining goals and development dialogues form the basis for promoting personal responsibility among talented individuals.
- Stage ME: Self-Leadership in turbulent times
Self-leadership & change management skills (2 days) as well as the basics of classic and agile project management and planning your own projects (1 day).
- Stage YOU: Shaping relationships in everyday working life
Communicating emphatically, clearly, and convincingly, and dealing constructively with conflicts (2 days). Stakeholder management & challenges in project work (1 day).
- Stage WE: Achieving results together
Collaboration and leadership in various contexts (disciplinary, technical, in projects).
Organizing collaboration within a team (2 days) and target group-oriented, convincing project presentations to bring about decisions (1 day).
- Example of a Learning Journey:
- Duration: 9 months to 18 months
- Structure: Blended Learning Journey with 3 face-to-face modules (3×3 days) and 2 virtual sessions (3 hours each)
- Support: Continuous learning through digital self-study units and coaching. Development support from trainers.
Learning Format & Duration
3 x 3 days of in-person sessions + 2 x 3 hours of virtual sessions,
over 9-18 months,
project work & coaching
Project Integration
Based on an established
Project Management System
Expertise
> 25 years of international PD Expertise on 3 continents, available in multiple languages
Participant Selection
Potential Assessment & Structured Job Interviews
References
We have already successfully implemented development programs for High Potentials and Talents for these customers, among others:
The Impact of Our Learning Journeys
Benefits of strategic Talent Development
What High Potentials and Talents achieve through the Development Program:
- Career clarity: Conscious decision between leadership and specialist career paths
- Self-Leadership skills: Ability to manage oneself and navigate change
- Communication excellence: Persuasive communication and leading difficult conversations
- Project management skills: Managing projects in an integrative/holistic manner
- Leadership skills: Leading and motivating others to achieve goals
The advantages of the program for management:
- Pipeline development: Systematic preparation of the next generation of leaders
- Development dialogues: Structured discussions with clear development goals based on potential assessments
- Talent retention: Demonstrated investment in employee development
- Project support: Management-sponsored projects with real business cases
The impact and strategic advantages of the program on the company:
- Management pipeline: Predictable succession planning for critical management positions in all divisions
- Employer attractiveness: Systematic talent development as a strategic differentiator
- Cultural development: Strengthening corporate values and (self-)management skills
- Employee retention: Increased retention through systematic development opportunities
- Cross-functional learning: Better collaboration between different divisions
- Development of future skills: change & agility, empathy, self-management, resilience, and collaboration
What High Potentials and Talents achieve through the Development Program:
- Career clarity: Conscious decision between leadership and specialist career paths
- Self-Leadership skills: Ability to manage oneself and navigate change
- Communication excellence: Persuasive communication and leading difficult conversations
- Project management skills: Managing projects in an integrative/holistic manner
- Leadership skills: Leading and motivating others to achieve goals
The advantages of the program for management:
- Pipeline development: Systematic preparation of the next generation of leaders
- Development dialogues: Structured discussions with clear development goals based on potential assessments
- Talent retention: Demonstrated investment in employee development
- Project support: Management-sponsored projects with real business cases
The impact and strategic advantages of the program on the company:
- Management pipeline: Predictable succession planning for critical management positions in all divisions
- Employer attractiveness: Systematic talent development as a strategic differentiator
- Cultural development: Strengthening corporate values and (self-)management skills
- Employee retention: Increased retention through systematic development opportunities
- Cross-functional learning: Better collaboration between different divisions
- Development of future skills: change & agility, empathy, self-management, resilience, and collaboration
Innovative methods for
sustainable development
Blended Learning with AI Support
Combine the best of face-to-face training, virtual sessions, and self-directed learning with the innovative CLAES AI-Coach®.
Practical transfer methodology
Specific transfer tasks and regular reflection ensure that what has been learned is directly implemented in everyday management. Our methodological approach is based on the principle of capability building, which we implement in a structured manner using the so-called Capability Building Blocks (CBB®).
Social Learning and Peer Coaching
Participants learn from each other and give each other valuable feedback – for practical solutions and sustainable success.
Scientific basis
Our program is based on neuroscientific findings on optimal learning architecture and takes modern leadership theories into account.
At the same time, current findings and trends, such as those from the Deloitte studies “Global Human Capital Trends 2025” and “Gen Z & Millennial Survey” as well as from MIT Sloan School of Management, are integrated into the didactic design of our Learning Journeys.
Unique: Use of Janssen’s Model®
A basic model for strengthening self-development and change management skills, which holistically reveals the emotional level of a change process. CONTUR is the exclusive partner of this pragmatic approach, known as the Four Rooms of Change, in Germany and China.
Strategic added value for
HR and L&D managers
Maximize transfer to everyday work
- Immediate application in day-to-day business through transfer tasks
- Project sponsorship by management for real business cases
- Accompanying coaching for sustainable practical transfer
Get transparent performance measurement
- ADEPT-15® assessment for objective positioning and development measurement
- Structured potential assessment interviews as a basis for selection
- Measurable project results through management-sponsored business cases
Reduce your administrative workload
- Our full-service program support assists your HR department; we take care of the successful implementation and monitoring of the program.
- Relief through professional program organization in Promote, a digital learning platform.
Ensure strategic anchoring in your HR strategy
We tailor the program to fit seamlessly into your existing personnel development concept and talent management system. At the same time, our systemic Capability Building approach not only promotes the development of your High Potentials, but also strengthens the entire corporate culture.
Promote Self-Learning and Learning Skills as a Meta Skill
With us, you can strengthen your Continuous Learning Culture (CLC) within your organization and provide impulses for establishing such a culture.
success story
Customer Project: International Logistics Group
- Company: Leading European logistics service provider with acquisition growth
- Challenge: Standardization of talent development following company mergers
- Implementation: Two-year high potential program with career differentiation
- Result: 95% talent retention rate, 40% internal promotion rate
- Long-term impact: Establishment of a company-wide development culture
Think globally, act locally – successful worldwide
International expertise for global challenges
With CONTUR, you have a partner that develops leadership skills across cultural boundaries.
Our programs are delivered in multiple languages and with culturally sensitive methodologies to meet the specific needs of local and global teams.
- Implementation on 3 continents in multiple languages
- International trainers with intercultural expertise
- Culturally sensitive adaptation of content and methods
- Consideration of regional leadership cultures
Your contact persons
Our team has decades of experience in developing Talent and High Potential individuals, including in an international environment.
We are available for a no-obligation discussion about your specific challenges.
Your contact persons
Our team has decades of experience in developing Talent and High Potential individuals, including in an international environment.
We are available for a no-obligation discussion about your specific challenges.
FAQ’s TalentProgram
CONTUR Capability Building is a holistic approach to sustainable skills development. It goes beyond traditional training by systematically merging learning and working and directly integrating practical implementation.
The core of the concept consists of three complementary dimensions
- “Will” (motivation),
- “Ability” (skills), and
- “Enabling” (systemic framework conditions).
Together, these three dimensions create the conditions for real effectiveness in supporting people to realize their professional goals, act independently, and strengthen their ability to take action.
Capability Building Blocks (CBB®) are learning units that focus on a specific field of action. Self-directed learning and social learning are supported by multimedia learning formats and innovative technologies. Targeted exercises and application phases in the participant’s own work context, followed by reflection, are a fundamental component of CBB®.
Deloitte Human Capital Trends 2025 shows how leaders can provide guidance in an increasingly complex and uncertain work environment, identify new opportunities, and ensure long-term business success by striking a balance between economic success and employee needs: „Global Human Capital Trends 2025“.
The Deloitte Gen Z and Millennial Survey 2025 is a global study with over 23,000 participants that reveals what matters to younger generations in terms of work, society, and technology—with a particular focus on their expectations of employers, their attitudes toward AI, and their desire for meaning, security, and personal development: „Gen Z & Millennial Survey 2025“
The MIT Sloan School of Management is one of the leading research institutions in the field of leadership and organizational learning. Numerous scientific studies and practical research papers have been published here, particularly on leadership and organizational learning: MIT Sloan School of Management
Continuous Learning Culture (CLC) describes a corporate culture in which continuous learning, knowledge sharing, and personal development are permanently promoted and anchored as an integral part of everyday work.
In a CLC, learning is not understood as a one-time event or occasional training, but as an ongoing, lifelong process that supports the growth of employees and the entire organization.
An established Continuous Learning Culture ensures that employees continuously develop, which significantly strengthens an organization’s innovative power, adaptability, and competitiveness.
With our Learning Journeys, you promote self-learning and learning competence as a meta skill.
The program offers career clarity for conscious decisions between management and specialist careers, self-management skills for change, communication excellence for persuasive communication and difficult conversations, and project management skills for integrative/holistic project management.
The program lasts 9-18 months and combines 3×3 days of face-to-face modules, 2×3 hours of virtual sessions with continuous learning through digital self-study units, project work, and coaching. Support is provided by CLAES AI-Coach®, ADEPT-15® assessment, and development support from trainers.
The program enables an executive pipeline for predictable succession, employer attractiveness through systematic talent development, cultural development to strengthen corporate values, employee loyalty through increased retention, cross-functional learning, and the development of future skills.
CONTUR Capability Building is a holistic approach to sustainable skills development. It goes beyond traditional training by systematically merging learning and working and directly integrating practical implementation.
The core of the concept consists of three complementary dimensions
- “Will” (motivation),
- “Ability” (skills), and
- “Enabling” (systemic framework conditions).
Together, these three dimensions create the conditions for real effectiveness in supporting people to realize their professional goals, act independently, and strengthen their ability to take action.
Capability Building Blocks (CBB®) are learning units that focus on a specific field of action. Self-directed learning and social learning are supported by multimedia learning formats and innovative technologies. Targeted exercises and application phases in the participant’s own work context, followed by reflection, are a fundamental component of CBB®.
Deloitte Human Capital Trends 2025 shows how leaders can provide guidance in an increasingly complex and uncertain work environment, identify new opportunities, and ensure long-term business success by striking a balance between economic success and employee needs: „Global Human Capital Trends 2025“.
The Deloitte Gen Z and Millennial Survey 2025 is a global study with over 23,000 participants that reveals what matters to younger generations in terms of work, society, and technology—with a particular focus on their expectations of employers, their attitudes toward AI, and their desire for meaning, security, and personal development: „Gen Z & Millennial Survey 2025“
The MIT Sloan School of Management is one of the leading research institutions in the field of leadership and organizational learning. Numerous scientific studies and practical research papers have been published here, particularly on leadership and organizational learning: MIT Sloan School of Management
Continuous Learning Culture (CLC) describes a corporate culture in which continuous learning, knowledge sharing, and personal development are permanently promoted and anchored as an integral part of everyday work.
In a CLC, learning is not understood as a one-time event or occasional training, but as an ongoing, lifelong process that supports the growth of employees and the entire organization.
An established Continuous Learning Culture ensures that employees continuously develop, which significantly strengthens an organization’s innovative power, adaptability, and competitiveness.
With our Learning Journeys, you promote self-learning and learning competence as a meta skill.
The program offers career clarity for conscious decisions between management and specialist careers, self-management skills for change, communication excellence for persuasive communication and difficult conversations, and project management skills for integrative/holistic project management.
The program lasts 9-18 months and combines 3×3 days of face-to-face modules, 2×3 hours of virtual sessions with continuous learning through digital self-study units, project work, and coaching. Support is provided by CLAES AI-Coach®, ADEPT-15® assessment, and development support from trainers.
The program enables an executive pipeline for predictable succession, employer attractiveness through systematic talent development, cultural development to strengthen corporate values, employee loyalty through increased retention, cross-functional learning, and the development of future skills.