Zepp Consulting

Zepp Consulting
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Your Goal.

Your Path.

Developing the performance of people, teams, and organizations is a multifaceted and individual process, where different approaches can be helpful along the way.

What is your path?

Coaching

Individual Development:
Targeted Support for Peak Performance

In coaching, I accompany clients individually to develop their potentials both personally and professionally. As an external resource, I am available regardless of whether the client is an athlete, a special operations officer, an executive, an artist, a doctor, or any other position with high demands. It is of utmost importance to me to maintain the mental and physical health of my clients.

In that process I use various approaches of complementary consulting, which combine non-directive and directive methods as well as process and expert consulting. This allows my clients to understand their perspectives, recognize and utilize their skills, and simultaneously gain expert knowledge to prepare for and successfully handle challenging situations. Methods from performance and sports psychology are used here. After completing an agreed coaching process, we evaluate it together to ensure quality on both a result and process level.

I am firmly convinced that good coaching is time-limited and can bring about positive changes after just a few sessions. My goal is for my clients not to need my support anymore and to handle challenges independently.

Collective and Cooperative:
Joint Optimization of Team Dynamics

In team development, I work closely with teams to address factors that influence both the team’s performance and well-being. Together, we work evidence-based on the individual goals and development of each team. 
 


Key topics relevant to teams and described in scientific literature as crucial for performance and well-being include team identity and identification, collective efficacy, team communication, leadership, role clarity, and trust within the team. By specifically working on these factors, teams can strengthen cohesion both task-oriented and socially. 
 


To achieve the individual goals of the teams, I develop tailored measures based on a thorough diagnosis. These measures are tailored to the specific needs of the team and the organization. Various methods and activities from different contexts are used during facilitation, helping teams to achieve their goals. Transferring experiences from other areas such as companies, music, special forces, medicine, and sports are also used to generate additional learning impulses. 
 


At the end of the team development, the measure is evaluated in at least two ways to ensure the success of the development and the quality of the measures taken.

Team Development

Team Development

Mediation

Mediation

Finding Solutions Together:
Neutral Support in Conflict Situations

In mediation, I help people, teams, and organizations manage and resolve conflict situations constructively. The goal is to develop mutual recognition and understanding of the needs and perspectives of all involved parties, create creative solutions, and support the parties in reaching a mutual agreement.

As an impartial and neutral mediator – sometimes working with a co-mediator – I facilitate constructive communication between parties and support self-sufficient conflict resolution. I serve as a guide and translator in this process, helping the involved parties to independently address and resolve the conflict.

When working on behalf of one party, I articulate their interests clearly and seek solutions to meet these interests while maintaining a neutral role with my colleagues to ensure a fair and balanced resolution.

In addition to direct conflict mediation in private and professional contexts, I offer training for executives to impart effective mediation skills.

Successful Transformation:
Effective Development of Organizations

In organization development, I support companies along with my colleagues to continuously improve their effectiveness, efficiency, performance, and adaptability, and to unfold their potential.

The overarching goal is to empower organizations in the long term to functionally adapt to constantly changing conditions and achieve sustainable success. To achieve this, it is crucial that organization development is an ongoing process that aligns with the specific needs of the organization and actively involves employees in the change process.

After thorough diagnostics, we develop a customized consulting architecture for the organization. This architecture encompasses various measures, including training sessions, coaching, team development, conflict management, strategy development, and other tailored approaches.

At the end of organization development, a comprehensive evaluation of the measures taken ensures quality assurance. While smaller changes and development steps can become visible within up to a year, comprehensive development processes usually take between three and five years. Regardless of the timeframe, the architecture of organization development is continuously evaluated and adapted in consultation with the organization as needed.

Organizational development

Organization Development

How I Understand Working with People

In my work, the individual is at the center, with all their experiences, ideas, and potential for shaping their environment. Teams and organizations are developed by people and consist of people. They are changeable, vibrant, and constantly evolving.

Supporting individuals in overcoming personal challenges and helping them realize their potential in a healthy manner within their specific context is of utmost importance to me. This enables them to bring excellent performances in their individual context. Sometimes small steps are enough to achieve this, while other times larger and more complex changes and developments are necessary.

What is My Attitude when Working with People
  • People are unique and responsible and able to shape their own lives.
  • People, teams, and organizations are in dynamic and complex relationships with each other, which can develop as a whole.
  • It is crucial that performance and well-being are in a balanced relationship.
  • The methods and approaches I use are based on scientific research and are evidence-based.
  • Transparency, responsibility, and sustainability are always the focus of my work.
What is Important 
to Me in My Work

Based on my socialization in sports, I am strongly influenced by it and by the idea of Olympism. The principles of Olympism serve as a guideline for my daily actions. These include striving for…

…Excellence and the constant pursuit of personal best performance, and the will to continuously improve,

…Friendship and promoting mutual respect, fairness, as well as understanding between people of different nationalities, cultures, and backgrounds,

…Respect and appreciation for oneself, others, and the rules and traditions of sports,

…Courage and the willingness to take risks, accept challenges, and engage in what one believes is right, even when it is difficult, and

…Inspiration and the ability of sports to motivate, influence, and bring about positive changes in society.

Dr. Christian Zepp
Dr. Christian Zepp

With a PhD in sports science, I initially specialized in sports and performance psychology. Through my extensive expertise, including specific additional training at renowned institutions such as Harvard Law School, and my diverse experiences in international elite sports, I now support individuals and organizations in various contexts to achieve peak performance.

Growing up in the Rhineland/Germany, I was fortunate to live in the USA and Cambodia as well. Today, I live in the Rhineland again and work with clients worldwide – both in person and online.

My passion, after more than 20 years in performance-oriented contexts such as national and international elite sports, the performing arts, and working with special forces as well as companies, is to share my knowledge and experiences to help others take the next steps in their development. I accompany high performers, leaders, and teams in developing new strategies, navigating change processes, both in safe and uncertain times. My goal is to professionally support people and organizations to find optimal solutions together.

My scientific training makes it important for me to work evidence-based and transparently. I combine a theory-driven approach with a high level of empathy and many years of experience to best support my clients.

Academic Background

  • M.A. Coaching, Supervision, Mediation, and Organizational Development at Frankfurt University of Applied Sciences (2022-2025)
  • Mediation and Conflict Management at Harvard Law School (2024)
  • PhD in Sports Psychology at the Institute of Psychology at the German Sport University Cologne (2009-2015)
  • Systemic Coaching & Change Management at INeKO Institute at the University of Cologne (2014)
  • Diploma in Sports Science at the German Sport University Cologne (2001-2007)

Professional Experience

  • Founder of VirtualSportPsych and development of an international community for sports psychology professionals (2019-present)
  • Private practice to support elite athletes, special operations
    forces, leaders, artists, teams, and organizations on national and
    international levels (2011-present)
  • Lecturer and researcher in sports, performance, and social psychology at the German Sport University Cologne (2009-present)
  • Author of more than 55 peer-reviewed articles, book chapters, and contributions on various performance psychology and coaching topics (2009-present)
  • National coach of Cambodia in disabled volleyball (2007-2010)

Memberships

  • German Society for Supervision and Coaching (DGSv)
  • Federal Association for Mediation (BM)
  • Association for Sport Psychology (asp)
  • European Federation of Sport Psychology (FEPSAC)

Download Consultant Profile

  • For a more detailed overview, please find my profile here.
Alone, we can be strong, but together, we are stronger.
That is why I work with a team of selected consultants to provide my clients with the best possible support in both process and expert consulting.

These consultants are characterized by a high level of expertise in their respective fields and share the same attitude towards people, which corresponds to the values of Zepp Consulting. By collaborating with this diverse team, I can ensure that all clients are comprehensively supported, and their individual needs are best met.

Case Studies
Individual Setting
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Developing Leadership Competence

The general manager of a sports federation asked me for support in developing his leadership skills to drive the federation’s development forward. Together, we developed approaches to guide the federation and all employees and athletes through a transformation and create a motivating work environment. Additionally, we focused on establishing a healthy approach to challenges for himself.

Successfully Completing Special Training

An experienced officer in the training of a special task force sought support in coping with high pressure during shooting tests. Together, we developed an inner attitude of acceptance of pressure situations and methods to handle pressure. These methods were relevant not only for shooting tests but also in other highly volatile situations, helping him successfully complete his special training.

Overcoming Perfectionism

A professional harpist sought my support to cope with pressure during the preparation for an international music competition. She recognized that she often worried too much and always strove for perfection. Together, we developed techniques that helped her accept and manage her worries and thoughts. We also helped her reframe the idea of perfection as a supportive element to achieve excellence.

Stability for the Olympics

An athlete qualified for the Tokyo Olympic Games asked me to work with him on his ability to perform when it matters. In other international competitions, his performance fluctuated as his thoughts were not always focused on the competition. Together, we developed various routines that allowed him to be present in different situations during the Games. This helped him perform when it counted.

Transparent Personnel Decision

A leader approached me for support in making personnel decisions for himself and another person with leadership responsibilities. Together, we developed a decision structure that provided the leaders with a clear overview of the various options. Through this structure and the identification of common values in personnel decisions, the two leaders were able to develop a transparent and understandable approach. This structured and value-oriented approach enabled the leaders to make well-founded and fair decisions that were accepted and supported by all parties involved.

Successful Return

An internationally successful athlete contacted me for support in returning to the sport after an ACL injury. Initially, he lacked confidence in his body and the conviction to continue pursuing his sport professionally. After helping him making a clear decision whether to stay in professional sports (he chose to continue), we focused on rebuilding his confidence in his body. This not only helped him return to training but also successfully return to competitive sports.

Team- and Organizational Setting
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Strength-Based Leadership Development

The leaders of a major department in a large company felt they could only react to the ever-growing demands and tasks and no longer use their strengths for the benefit of all. They asked me to support the team in identifying and transferring individual and collective strengths. Through team development and reflection sessions, both on-site and virtually, the leaders rediscovered their strengths and used them effectively for themselves and others.

Team-Oriented Communication Development
The head of a department in a city administration asked me to improve communication and cohesion among employees. After initial individual coaching, I supported her and her deputy, together with a colleague, in developing an internal process to improve communication, involving all employees.
Strengthening Identity in the Management Team
The HR director of a motorsport team contacted me because the management team faced various challenges due to its cultural and professional diversity. In team development, the entire management team intensively dealt with their shared identity and goals. At the end of this process, specific and clear behaviors were developed to help all team members work towards the shared goals.
Utilizing Potential at All Levels
The president of a Central American Olympic committee aimed to support athletes, coaches, support staff, and officials from all involved national sport federations in their athletic development. In collaboration with a colleague, we developed a plan tailored to the cultural and national circumstances to promote the performance development of all participants. To achieve these goals, we implemented various individual and team coaching sessions, team developments, and mediations. These measures helped foster both the independent development of the federations and the ability of athletes, coaches, and teams to perform.
Team Mediation for Athletic Success

A national coach contacted me about a conflict within her team supposedly caused by the behavior of one athlete. Initially, I supported the national coach through individual coaching in handling the conflict in preparation for the upcoming World Championship. When the conflict threatened to escalate, I held discussions with the involved parties. We agreed to conduct a mediation with the entire team before the World Championship. In the team mediation, each member had the opportunity to present their perspective. During this process, all involved recognized and understood the needs and interests behind others’ behaviors. Together, the team developed a plan for individual and collective behavior during the World Championship. A few days after the mediation, the athlete whose behavior had caused the conflict and another team athlete became world champions together.

Focusing on Common Interests
The deputy principal of a school contacted me to mediate a conflict between the teaching staff and the staff of the open all-day school. After individual discussions with the deputy principal and the head of the open all-day school, we agreed on a step-by-step approach, starting with mediation at the leadership level. During this mediation, both parties recognized that the well-being of the children was paramount for all. This shared realization enabled the development of approaches to address existing conflicts and prevent future ones and laid the foundation for further measures to help the teaching staff and the open all-day school staff develop together as one team.