Developing the quality of your leadership
Through finding & reinforcing authentic leadership

About Aegeus

Aegeus supports people and organisations in their ongoing development of authentic values. He helps people thrive in a culture of relentless development so that organisations can continue to grow and flourish. He aims to find and strengthen authentic leadership.

As an executive search consultant, Aegeus helps you find and select the right leaders. As an executive coach, he supports leaders with their continuous personal development, resilience and effectiveness, as well as in preserving joy in their leadership roles. He supports organisations in finding and selecting interim managers, and uses assessments to evaluate how leaders perform and what their future prospects might be.

Aegeus does this in his own personal, committed, confidential, structured and goal-oriented style.

"Aegeus has a sharp understanding of what an organization needs, he really adds value."
- Frank Roerink -

FINDING AUTHENTIC LEADERSHIP

EXECUTIVE SEARCH

Exceptional leadership is not by definition successful leadership.

It is the interplay of qualifications, personality, vision and context that makes an excellent leader.

Aegeus helps clients gain insight into what type of leadership is required, in any given scenario.

INTERIM MANAGEMENT

Aegeus has a suitable Interim Manager for each and every environment to bring a sense of calm to the table and create immediate added value.

SUCCESSION
& FAMILY BUSINESS

A successful family business – for now and for future generations.

REINFORCING AUTHENTIC LEADERSHIP

COACHING

Someone who listens, asks sensitive questions and inspires while supporting inner reflection and development.

A mature and effective leader is the foundation of a successful leadership team.

ASSESSMENT

Focused, transparent and respectful analysis of the value of the leader or leadership team and its individual team members with a vision towards organisational growth and development potential.

THOUGHTS ON LEADERSHIP

After the AI Hype Comes the Real Revolution

Last January I wrote about Laloux and what AI does to our view of people in organisations. In April I looked at the Wild West of LLM use, where employees experiment while company policy lags behind. This time it is less about tools and more about the bet you are placing on the kind of AI future your organisation is heading towards. Gillian Tett makes an important point in the Financial Times . Current Big Tech valuations rest on a seductively simple idea: today’s large lan

46 minutes ago

BHP shows how five minutes of feedback delivers more than an hour of meetings.

Reading time for this blog: 3 minutes Return: at least 3 hours per week... We know it, but we do it anyway: meetings are the national sport. A full diary feels like status, and "let's schedule something" is the corporate version of hitting snooze. Meanwhile, hours evaporate, decisions are outsourced to "next time", and everyone leaves with action points without owners. Why do we inflict this upon ourselves? Because no one is held accountable for the cost of twelve people read

Nov 21

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