About me
My route to systematic administrative modernisation.
For over 20 years I have supported public authorities through their modernisation – as a consultant, author and developer of methods. Experience from more than 140 projects has taught me one thing: lasting administrative modernisation requires a systematic approach, not isolated measures.
Two methods of my own have grown out of that practice, and I pass them on in projects, books and talks. Both combine analytical clarity with what is actually workable in day-to-day administrative work, and both take the particular conditions of the public sector seriously as a framework to design within rather than as an obstacle.
My standard has not changed: analyses that end in decisions, not in reports.
My books:
Guidance for practitioners.
My methods
VESPRA
Administrative Structure, Potential and Resource Analysis. For authorities facing major change that first need a robust picture of their own organisation. Structure, capabilities and resources are examined in context, not one by one. What stands at the end is not an expert report but a target operating model the organisation supports – and a plan for how to get there.
VEA
Administrative Efficiency Analysis. For authorities that optimise a great deal and still feel little relief. It establishes the order in which tasks, processes and technology need to be tackled, so that individual measures build on each other instead of cancelling each other out. Efficiency becomes a leadership decision, not a question of technology.
My focus areas
Administrative modernisation
Organisational development
Strategic HR management
Process optimisation
Pragmatic digitalisation
My publications
Personalmanagement in der öffentlichen Verwaltung
Verwaltungsmodernisierung mit Methode
Effiziente Verwaltung
Personalmanagement in der öffentlichen Verwaltung
Haufe Verlag, 2025
Verwaltungsmodernisierung mit Methode
Springer Verlag, late 2025
Effiziente Verwaltung
Haufe Verlag, 2026
Latest perspectives
Succession Planning in Public Administration: When No One Steps Up
In many administrations, a large number of staff will reach retirement age over the coming years, as the baby-boomer generation increasingly leaves the workforce and recruitment needs rise.
New Organisation Charts, Old Inefficiencies: Why Structural Reforms Alone Change Nothing
In many administrations, reform starts with structure. Departments are merged, responsibilities reassigned, hierarchy levels cut or added. After months
Why More Staff Will Not Solve the Administration’s Overload
Why More Staff Will Not Solve the Administration's Overload A skills shortage is the most obvious explanation for an overloaded administration. It falls short. In conversations...