Prof. Dr. Utho Creusen spent 30 years in the leadership of large retail companies, most recently on the board of OBI AG and in the management of the Media-Saturn-Holding. Since then he has accompanied more than 1,000 leaders and teams as an advisor and coach – the method grew out of this practice. Murk Creusen turned it into a platform that makes it measurable.
Method originator and co-author: Utho Creusen. Founder of the platform and co-author: Murk Creusen.
Executive Coach · Author of The Strength Hack · Founder
I help leadership teams base decisions about roles and collaboration on data rather than gut feeling. Together with Prof. Dr. Utho Creusen I turned the method into the book and into the platform, which makes strengths and personality profiles from different assessments comparable in one model. I have used it in post-M&A integrations and in fast-growing tech teams at Airbus, Daimler and msg.
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Honorary Professor · Former OBI Board Member · Method Originator and Co-Author
Prof. Dr. Utho Creusen spent 30 years in the leadership of large retail companies – on the board of OBI AG and in the management of the Media-Saturn-Holding. Since then he has accompanied more than 1,000 leaders and teams with Positive Leadership as an advisor and coach; the method behind The Strength Hack grew out of this practice. He is an honorary professor (Münster, Eichstätt-Ingolstadt) and in 2006 received the Corporate Award for Excellence in Practice from the Gallup International Positive Psychology Institute.
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The book describes step by step how leaders get to know their team and build on its real strengths.
The Strength Hack: In 4 Wochen zum Höchstleistungsteam
Murk Creusen · Utho Creusen · Springer Gabler · ISBN 978-3-658-51774-8
To the book at the publisherEvery chapter of the Season and every coaching session follows these five steps.
Frame work as learning, clarify expectations, leaders go first.
Questions and structures that give quiet voices room; strengths become visible.
Answer bad news, mistakes and dissent so people keep speaking up.
Turn scores, perception gaps and strengths profiles into a conversation, not a verdict.
One ritual a month, commitments, re-measurement, renewal.
Psychological safety isn't harmony. A safe team is one where you can say difficult things — and still work together afterwards.
Everyone answers on their own, in 5 minutes, without an account. The Season then re-measures four times a year.
Amy Edmondson (Harvard) showed that teams only learn when they can speak openly. Google’s Project Aristotle found psychological safety to be the most important factor of successful teams. The method builds on this. Timothy R. Clark’s four stages (belong, learn, contribute, challenge) serve as the season’s map.
Stored in the EU. Coaches only see what you share. The privacy policy names every location and service provider.
To the privacy policy →| Enterprise coaching platforms | One-off assessments | Psych-safety trainings | Workshop trainers | The Strength Hack | |
|---|---|---|---|---|---|
| Measurement in the team | – | one-off | yes | – | Team check + 4 re-measurements |
| 12-month programme | – | – | partly | – | yes |
| Guidance by people | 1:1 | – | trainer | one-off | certified coaches |
| Price for small and mid-sized companies | rather high | medium | rather high | usually several thousand € per day | from €2,990 / year excl. VAT |
| German-language, data in the EU | partly | partly | rarely | yes | yes |
"We reached the Performing phase in record time."
The frameworks, live in the team, were what actually moved us forward. Months of Storming skipped.
Nikita Schick"Soft skills, translated into hard business metrics."
Radical clarity on roles and ground rules in high-pressure environments.
Dr. Alexander Frech"Cognitive Fit. Tangible boost in weeks."
Delegating tasks by fit — visible improvement in collaboration.
Jörg Ehlen"Crystal-clear map of my strengths."
Energy deployed more deliberately. Soft science becomes usable data.
Marius Foersch"A new shared language for our strengths."
Friction minimized. Moving forward as a leadership team much faster.
Mathias Tholey5 minutes, no account. Then you see where leadership and team read the situation differently.
