• Mission Slider (english)
  • Mission Slider (english)
  • Mission Slider (english)
  • Mission Slider (english)



We coach your leaders and teams with analytical precision, creative flair and pragmatic implementation



In the evolution of your business we co-create an agile journey to tomorrow



Leadership: rooted in your strengths, interculturally adaptive, contextually aware, based in human relationships and focussed on results


What we stand for!

Today’s world is marked by constant progress, increased interconnectedness and performance under time pressure. Social change has led to raised expectations of leadership to be transparent, participative and inspiring. Dealing with these challenges requires an evolution of our mind-sets, culture and structures.

inspeyer’s team of highly qualified coaches provides innovative impulses in tune with the changing times. Working from an international perspective we build bridges between cultures. inspeyer delivers with analytical precision, creative flair and pragmatic implementation.

Bringing out the best in people’s abilities benefitting everyone: the individual, the organisation and finally society as a whole. Work becomes productive and lucrative yet meaningful and satisfying. Let’s get started!

A coaching approach to leadership development for individuals and teams is highly efficient and tailored to your needs. Coaching means: Gaining clarity. Experiencing purpose. Focusing energy. Developing potential. Implementing goals. Enjoying success.

To meet today’s challenges standing still is not an option. Positive evolution of leadership encourages responsibility, productivity and motivation. Together we create leadership for the future.

Good leadership – be it thought leadership, lateral leadership or hierarchical – can be learned. inspeyer helps you to develop a leadership style that is coherent with your personality and values. It is effective, rewarding and a contributor to the greater good.

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What we offer!

  • Executive Coaching:

    Executives and Senior Executives
    Female leaders
    New talents
    Leaders in transition

    Team Coaching:

    Senior Management teams
    Virtual teams
    Cross-functional teams
    Intercultural teams
    Mediation / Facilitation
    Large group facilitation
    Team Building
    Project Teams

    Organisational Development:

    Strategy development
    Future planning processes
    Matrix organisations
    Assessment & development centres
    Transformation & change
    Mentoring programs
    Conflict moderation


    Dynamic leadership simulation
    Connected leaders: Collaboration across borders
    The art of leadership
    (Intercultural) communication
    Conflict management
    Negotiation skills
    Presentation skills
    Stress management
    The leader as coach

    Psychometric Instruments:

    Insights Discovery


    English (native speakers)
    German (native speakers)
    Dutch (native speakers)
    French (native speakers)

  • Executive Coaching challenges and supports leaders to give of their best in today’s changing, complex and international environment.

    After the initial contact we meet to understand your aims and concerns. We set clear goals, if appropriate involving other parties (superiors, peers, related departments), and agree on the most effective measures. Each coaching process is individual, but might typically involve six three-hour meetings once a month. Mid-term and at the end we evaluate progress. Additionally we can use:

    Shadowing with Feedback
    Discrete observation with a specific focus during the course of a working day gives us a first-hand impression of your personal style and the situation at your workplace. This outside perspective allows depth feedback as a basis for mutually agreed development implementation.

    Interviews with Co-workers Followed by Feedback
    For this tailor-made process we either meet personally with your co-workers and, if suitable, supervisors or send them written questionnaires. We analyse and anonymise the answers, providing you with feedback from your workplace environment more authentic than possible in everyday working routine. This enables you and us to find and address the issues critically relevant for you.

    Telephone Coaching
    As part of a coaching process telephone coaching can be an alternative or in addition to personal meetings. It is short, efficient and saves travel time and costs. It also permits fast reaction to recent developments, refining plans of action and agreeing on new measures.

    Psychometric Tools
    The Myers-Briggs Type Indicator (MBTI), FIRO-B, Hogan Assessment Systems and other psychometric tools help you to better understand your own preferences and strengths in how you relate to others, take in information, make decisions and structure your time. It also allows you to better understand those who operate differently.

  • Team Coaching supports clarity in strategy, process and roles, openness in the communication and the satisfaction of working together towards shared goals.

    This customised form of organisational development can include goal setting with management and the team, psychometric instruments, individual interviews with consultant analysis, workshops and management follow ups. Depending on what is needed team coaching can address issues such as cooperation, communication, role clarity, leadership and processes. It can also support constructive dealing with conflict and help to understand and utilise personal and cultural differences. Team coaching supports a team in achieving excellence in the performance of its tasks and increases team spirit.

    Reteaming is a program used for team coaching, especially in supporting change processes and organisational development. It focuses on the development of leadership qualities and team spirit, the setting and successful realisation of goals and intensive participation of all persons involved. Reteaming is very solution and future oriented and thus extremely time and cost effective.

  • Organisational Development extends the concepts and methods of team coaching to groups of teams working together. It aims to positively influence the organisational structure and culture, implement desired social change and improve organisational performance by involving employees to the highest extent possible. 

    Organisational Development can, for example, lead to higher employee motivation and fulfilment through more flexible structures, a strengthened innovation and change capacity as well as more efficient and effective work flows.

    The process starts with goal setting together with the responsible leaders and stakeholders. This is followed by an information-gathering phase to identify critical issues in strategy, structure and cooperation.

    We look at the interaction between employees, teams and the organisation as well as predominant communication structures, values and power distribution. These issues are addressed in workshops as well as in individual and team coaching. Aim is the alignment of energies towards clear, shared goals.

  • Change Management is a particularly challenging form of organisational development.

    The global economy in which almost every organisation operates is driven by constant change: internationalization, interconnectedness, new technologies and economic crisis. Managing change has become daily business. Only companies who see change as an opportunity and are able to adapt to the changing legal, social and economic environment will persist in today’s world. It is a tough task: even when change processes are carefully planned and thought through, their implementation often fails. A fair number of employees hold on to old structures and processes out of fears to face new challenges, lose competencies or even their job. Dealing with these fears and at the same time motivating employees for change is a challenge for every leader.

    inspeyer has many years of experience in successfully supporting change management processes. Beyond only looking at the structure of the work and the units market environment we intensively work with the employees, whose motivation and engagement is a crucial success factor for change management. Using of individually targeted concepts, methods and tools we bring stability into times of instability.

  • Leadership Training is a coaching-orientated approach keeping stimulating theory inputs and exercises close to the dilemmas and complexity of real life leadership.

    Our leadership training is always customised. In co-developing a program we incorporate your culture, values, competency models and future leadership needs. Where needed intercultural skills and distance management are explicit themes. The coaching based approach keeps the trainings interactive, lively and close to the dilemmas and contradictions of real life leadership. Intensive feedback encourages self-reflection and personal development. Brief theoretical inputs provide working tools and intellectual stimulation.

    Peer Consulting
    A further leadership development measure is Peer Consulting. We use a structured approach to coaching an individual leader within a small trusted group. This utilises the knowhow, feedback and collective intelligence of the group.


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A profitable investment!

Gaining clarity. Experiencing purpose. Focusing energy. Developing potential. Implementing goals. Enjoying success: a worthwhile investment.

Coaching is a highly effective form of leadership development. Time is used only to address the areas individually most relevant. The confidentiality of the coaching allows critical themes to be examined and handled in depth and with openness. The coach can both support the coachee in his or her development as well as challenge their blind spots. Published research shows a high return on investment. An increasing number of corporations and public bodies are investing in coaching for their executives and managers and finding that it pays. The following themes can be the start of our cooperation:

Developing Leaders
Leadership development is challenging and rewarding for you and, given the strong impact of leadership style on the success of a corporate body, offers a high return on investment for your organisation.

Mastering Critical Situations
Whether caused by external market and economic conditions or related to internal dynamics, critical situations pose a particular challenge for those in positions of responsibility and the teams they lead. Coaching helps to maintain motivation, clarity and competence when it is most needed. With the right support a crisis sets impulses for the development of leaders, teams and organisations.

Intercultural Competence
Intercultural (including virtual) teams as well as foreign placements challenge us to operate where our every day assumptions and responses do not apply. Intercultural coaching goes far beyond learning about foreign customs. It includes developing the skills and attitudes to make cultural diversity in its many forms a positive resource rather than a stumbling block.

Team Effectiveness
Currently value creation is often based on teams of different experts collaborating effectively. This places high demands on the communication and cooperation skills of the team members and their leader. Team coaching accelerates the process towards more task effectiveness and a better team spirit.

We are looking forward to hearing your needs, questions or comments.



I know Matthew Speyer as an exceptionally competent facilitator who has advanced our functional and interpersonal cooperation with great success.

Rüdiger Wenzel
Vice president Human Resources, International Office, CBM

Your coaching process is remarkably goal orientated. This makes the process efficient and therefore effective. I would like to especially emphasise your ability to deal constructively with cultural differences in an international environment.

Claus Hoffmann
Managing Director: Account Management FI, WestLB AG


  1. Adidas
  2. BASF
  3. Bayer
  4. Commerzbank
  5. Deutsche Börse
  6. IBM
  7. L’Oréal
  8. Olympus

  1. H.C. Starck
  2. Helm AG
  3. KWS
  4. Nord/LB
  5. Sartorius
  6. SMA Solar Technology
  7. Sycor

  1. Christian Blind Mission
  2. European Central Bank
  3. European Investment Bank
  4. Max-Planck-Institut
  5. Robert Bosch Stiftung
  6. Georg-August-Universität Göttingen
  7. Universität Kassel
  8. Technische Universität Berlin
  9. Philipps-Universität Marburg


<!--:de-->Prof. Dr. Margarete Boos<!--:-->

Prof. Dr. Margarete Boos

Consultant & researcher for virtual teams

<!--:de-->Bernhard Broekman<!--:-->

Bernhard Broekman

Stress and health-oriented Trainer & Senior Coach for leaders and teams

<!--:de-->Tine Gaihede<!--:-->

Tine Gaihede

International Executive Coach for personal and leadership development in global corporations and organisations.

<!--:de-->Karine Rémolu<!--:-->

Karine Rémolu

Coach for leadership, resilience, change, strategy and cross cultural collaboration

<!--:de-->Julian Russell<!--:-->

Julian Russell

Specialises in developing the leadership potential of both senior executives and leadership teams

<!--:de-->Thomas Röttgen<!--:-->

Thomas Röttgen

Trainer and coach for neuromanagement and neuroleadership

<!--:de-->Tom Schmidt<!--:-->

Tom Schmidt

Principles and attitudes of the inspeyer coaches

  1. work for both values and results
  2. understand the pleasures and frustrations of leadership
  3. believe that the greatest effectiveness and satisfaction at work is to be found when your role is truly aligned with your personality and values
  4. challenge and support leaders to give of their best in today’s changing, complex and international environment


I know Matthew Speyer as an exceptionally competent facilitator who has advanced our functional and interpersonal cooperation with great success. He leads people in the right direction with highly skilled questions and interventions without imposing the route. This is what makes working with him both so pleasant and valuable. A further strength is his international background which allows him not only to adapt to people of differing nationalities but also to transfer this intercultural sensitivity to our leadership team.

Rüdiger Wenzel
Vice president Human Resources, International Office, CBM



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  • , Obere Karspüle 42a
  • , 37073 Goettingen
  • , Germany
  • O +49 551 5312650
  • m info@inspeyer.net


Anbieter der Website ist: Matthew Speyer inspeyer Obere Karspüle 42a 37073 Goettingen Deutschland Tel +49 551 5312650 Fax +49 551 44948 E-Mail: info@inspeyer.net Umsatzsteuer-Identifikationsnummer gemäß § 27 a Umsatzsteuergesetz: DE813658760 Inhaltlich Verantwortlicher gemäß § 55 Abs. 2 RStV: Matthew Speyer (Anschrift wie oben) Wir sind damit einverstanden, dass Links auf unsere Seite gesetzt werden. Im Übrigen behalten wir uns alle Urheberrechte vor. Haftungshinweis: Trotz sorgfältiger inhaltlicher Kontrolle übernehmen wir keine Haftung für die Inhalte externer Links. Für den Inhalt der verlinkten Seiten sind ausschließlich deren Betreiber verantwortlich.