"Learning is a Process,
not an event."

"Learning is a Process,
not an event."

Research and Lab

Our approach

Our team and research fellows closely monitor the latest insights, surveys, and publications on talent development and learning. In addition, we continually communicate with leading experts, universities, and other scientific institutes. We initiate research projects and run a lab to test and optimize our ideas and concepts. We are also involved in the development of technological solutions for learning and talent development.

Our specific fields of interest include learning and performance, leadership and talent development for the digital age, habit change, new learning technologies, narrative theory (storytelling) for learning and leading, ”the art of learning”, and the use of coaching, mentoring, and facilitation in everyday management.

Here are some of the questions that inspire us: How can companies optimally leverage their most important asset: their people? How can we foster motivation and engagement in different work environments, e.g. remote, intercultural, or in fast-growing companies? How can companies help their people develop a digital and entrepreneurial mindset? How can organizations design more customized and long-lasting talent development programs? Exploring the broad field of talent development, what can we learn from art and architecture? After all, how can we help people become the best they can be?

When our research and results lead us to discover new talent development solutions or business models that have market potential beyond our own programs, we further develop these in cooperation with partners or license them.

AUTORIS - Research and Lab
AUTORIS - Research and Lab
AUTORIS - Research and Lab

Our Projects

Digital Talent

The World Economic Forum estimates that digitisation could deliver $100 trillion in value to global businesses within the next ten years. How can your business gain a share of this? According to the Harvard Business Review, “success in the digital age lies not in the efficiency of technology, but in the dexterity and adaptability of the people who wield it.” (HBR, 09/2015).

But how can you lead and develop your people in the digital age? How can you help create a “digital mindset” throughout your organization? How can you align “digital talent development” with your business strategy?

The questions around digital transformation and talent development have been a main focus of our work for many years. To help individuals and organizations make the best out of their talent in the digital age, we have developed the “ICONIC” framework.

Digital Talent


Everyone is familiar with this situation: after a training, a conference, or a language trip, you want to retain and apply the maximum amount of content you´ve learned. But at the latest four weeks after, almost everything is forgotten. That is a pity considering the time you´ve invested. At AUTORIS, we focus on “educational technology” and enjoy exploring and developing new tools and apps for individual and sustainable learning. One example: the “Keep it“-App. This is a customized learning tool adapted to the user´s specific learning style, his learning speed and his topics. With the help of the “Keep It”-App, you can revise, practice, save and apply the contents of, for example, a seminar you´ve attended - in a simple and fun way. See how it works:


Building Talent

This research project, in which we sponsor researchers and young academics, looks at the interplay of architecture and talent development. How do our spatial surroundings influence learning? How can we design and interpret space to foster talent development? From the architecture of universities and colleges to the setup of classrooms to the design of personal learning environments: what do research and literature tell us about it? What do leading architects in the field think? What is it we can do to optimally 'build talent‘?

AUTORIS - Building Talent
AUTORIS - The art of learning

The art of learning

Whether it´s Raffael´s Accademia, Rodin's Thinker, or Cézanne´s Still Life, our 'art of learning' project looks at how artists have depicted learning or "heureka moments". What does that tell us about talent development? How has the art of learning changed over time? Does probably the 'learning lie in the eye of the beholder'? If so, who is the learner, who is the teacher? Is maybe art itself a 'talent developer‘? Is learning art and art learning? We want to extend the scope of talent development and learning to and through art and explore the common foundation of creativity, curiosity, and excellence.

Our Research Areas

Sustainable learning

How can we make learning sustainable? How can we make executive education more sustainable? How can we help our clients to retain the content they´ve learned, to deepen and apply it, and not to forget it too fast?

Everybody is familiar with the problem. We attend an inspiring seminar, and after only a few days most of the content is forgotten. In scientific terms this is called the “forgetting curve”. What can we do to weaken it or even turn it into a “remembering curve”?

Customized Learning

How can we offer books, scripts, or other content tailored to the specific needs of their readers?

In terms of books, this seems to be a difficult undertaking. They are (mostly) identical for the readers, and they often contain information that is not as relevant for some as it is for others. What is more, they can hardly consider the preferred learning goal or method of knowledge reception of all their readers. The ways in which people gather information differ immensely, as they have varying interests and application areas. Do the readers prefer details or are they rather interested in the bigger picture? Do they prefer text, numbers, or images? Is the way they read a book (from one page to the next) the most practical? Wouldn´t it make much more sense to read, for example, in the form of mind maps?

You and your Story

What will your story be?

By now it is common knowledge that stories have great meaning for people´s lives. But why?  What exactly are stories? If they really happen to be so important, how can we benefit from stories? How can we specifically use stories in presentations or in everyday management? Thoughts and theories extend far beyond “storytelling for sales purposes”. In fact, we cannot overestimate the meaning of stories. At AUTORIS we particularly focus on and value these insights in our everyday research and teaching activities.

People and Performance

When you buy a company it is common practice to go through a due diligence process. This  primarily involves legal and business related aspects. Mostly, the “talent factor”, i.e. the importance of the firm´s (especially leading) employees, is not taken into account. What are the possibilities to put a stronger focus on the “people part” in the future? What tools could be used successfully? How can we apply our insights directly?

AUTORIS - Research and Lab

Autoris. Learning for you.