Burt Lohoff-Gaida

Burt Lohoff-Gaida has 25 years of international experience working in senior human resource roles for four multinational corporations. He lived 20 years in Europe where he received his Master’s degree and PhD in Germany. He completed his MBA at Boston University.  Fluent in German, conversational in Spanish, and certified as an executive coach through CTI and the John Maxwell Group, Burt Lohoff-Gaida employs his coaching and consulting abilities to help businesses fully engage their employees. His business understanding and human resources experience will benefit your company in the areas of employee selection, on-boarding, retention, management competencies, succession planning, employee engagement and team performance. He is certified in PDP (franchise owner) and Hogan assessment programs. He is a business owner in Germany, and well equipped to consult with family firms. He holds certificates in Family Business Advising and Family Wealth Advising from the Family Firm Institute (FFI), Boston. He is also a certified Value Builder.

Most important, Burt is the husband of Angelika, whom he met some 24 years ago in Germany. They have three great kids: Julia graduated with a business  degree from the University of South Carolina in 2018;  Chris and Willi are twins and Freshmen at the University of South Carolina studying business.  They live in Charlotte, NC.


Our Mission

Our mission it to help business owners and executives create healthy organizations where employees thrive and reach their full potential. When employees are fully engaged in their work, their company will continue to grow and prosper. We support companies in addressing issues in the areas of: hiring, on-boarding, succession, leadership assessment and development, employee engagement, team dynamics, communication and conflict resolution.

Core Values

We are a company grounded in Christian values of trust, integrity, respect, grace and servant leadership. We strive to model Jesus Christ in all we do. We listen to our clients, work hard for them and treat their businesses as if they were our own.


"Great business results come from people. As a consultant, coach, and HR executive, my passion has always been identifying talent and helping senior managers and executives harness their leadership skills to the fullest."

- Burt Lohoff-Gaida

Our consulting approach identifies and reinforces the actions to maximize executives’ performance and company results on a continuous basis. Our approach is informed by a range of proven personality assessment and organizational review models, including Hogan and PDP. However, we also collaborate with each of our clients to adapt their existing tools or methodologies to fit the unique needs of their situation.

In both our personalized and program consulting, our aim is to understand our clients’ needs from a systemic, holistic perspective. We identify the triggers connecting individuals’ professional goals, personal development, and individual attributes to the organization’s business context, culture, and growth goals.

Our coaching framework is crafted around four progressive phases. Each phase is designed to strengthen the connection between the individual’s actions and his or her positive, long-terms impact in the organization.



Understanding the business context and defining the coaching scope

Key issues/ questions:

  • What is the company’s culture and talent development approach?
  • What are the individual’s key strengths and areas of development?
  • What are the individual’s key drivers?
  • What does the individual need to do to advance in his or her career?



Scrutinizing personal strengths and development needs


Key issues/ questions:

  • How does the individual perceive his/her strengths and developmental needs?
  • What are the individual’s technical, managerial, and leadership skills?
  • How do others perceive these areas?
  • What is the potential impact on the individual’s career progress?



Understanding and improving relationships with teams and networks’

Key issues/ questions:

  • How can the individual build on his or her strengths and address development needs most effectively?
  • What steps can the individual take to become a more effective collaborator?
  • How can the individual become a mentor to his or her team?



Setting a course for long-term high-performance and accountability

Key issues/ questions:

  • What commitments—by the individual and coach—need to be in place to ensure success?
  • How can the manager best support the individual’s development and high performance?