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Brigitte Lammers is a trusted advisor to global technology and communications as well as media and entertainment companies. A certified Family Business Advisory Coach, Brigitte is active in Egon Zehnder’s Family Business Advisory and in the firm’s global Diversity and Inclusion Council. She conducts senior-level executive search across general management, HR, and IT. Brigitte also provides support in board searches, board effectiveness consulting work, and talent management projects.

Prior to joining Egon Zehnder, Brigitte was with Deutsche Telekom AG, based in Bonn, where she held various management positions in the Finance, Legal, and International Division.

Brigitte studied at the Universities of Bonn in Germany and Berkeley in the U.S., earning law degrees and a PhD.

Brigitte Lammers berät vor allem Firmen in der Hightech-, Kommunikations- und Medienindustrie. Sie ist zertifizierter Family Business Advisory Coach und Mitglied der globalen Diversity and Inclusion Council von Egon Zehnder. Bei der Suche nach Führungskräften konzentriert sie sich branchenübergreifend auf Positionen in der Unternehmensleitung sowie auf die Bereiche HR und IT. Brigitte Lammers unterstützt Klienten zudem bei der Besetzung von Positionen im Aufsichtsrat sowie bei der Weiterentwicklung dieser Gremien. Außerdem berät sie Organisationen in Fragen des Talent- und Diversity Management.

Bevor sie zu Egon Zehnder kam, war Brigitte Lammers für die Deutsche Telekom AG in Bonn u.a. als Stabsleiterin des Vorstands International tätig und bekleidete leitende Positionen in der Finanz- und Rechtsabteilung des Unternehmens.

Brigitte Lammers studierte Jura an der Universität Bonn und an der University of Berkeley in den USA. Das Erste und Zweite Staatsexamen sowie Ihre juristische Promotion legte sie an der Universität Bonn ab.

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Thought Leadership by Brigitte Lammers

Good Leaders Need Safe Spaces

Good Leaders Need Safe Spaces

One could be forgiven, then, for assuming that a good CEO is little more than an omnipotent puppeteer, pulling the strings to assign the right people to the right projects. These are the CEOs of Hollywood screenplay writers. The real world could hardly be more different.

The CEO as chief mediator and motivator

The CEO as chief mediator and motivator

In many organizations digital transformation is already part of everyday life. Yet for employees this "change" isn't just something that takes a lot of getting used to – it's something that can often feel threatening, too.

A new DNA

A new DNA

To drive its transformation, every organization needs leading figures with digital DNA. These are people who can develop and implement business models grounded entirely in digital logic.

Energizing Digital Transformation

Energizing Digital Transformation

Digital transformation is stretching businesses to the limit. One of the main challenges is making the transition from rigid, hierarchical structures to the flexible, innovative forms that are needed today.

Learning to make mistakes

Learning to make mistakes

Digital transformation calls for a whole new attitude to making mistakes. This can involve a radical culture change: In most German companies, for example, the principle of avoiding mistakes is deeply entrenched.

Identifying the right potential

Identifying the right potential

Digital transformation is like a permanent revolution. It needs a CEO who can inspire both management and workforce with a clear vision – and managers at every level who can drive change forward independently and systematically.

Does diversity need a quota?

Does diversity need a quota?

German companies’ supervisory boards still have too few women on them – and there’s a lack of diversity overall. Does diversity call for quotas? Brigitte Lammers from Egon Zehnder in Berlin analyses the debate and explodes some popular myths.

Mannheimer Morgen – Non-Executive Female Board Members: “A wealth of top-class candidates to choose from”

Mannheimer Morgen – Non-Executive Female Board Members: “A wealth of top-class candidates to choose from”

How has the introduction of a legal quota on female board participation affected firms’ behavior, asks the German daily newspaper Mannheimer Morgen?

Creditreform – Getting More Women into Top Management Positions

Creditreform – Getting More Women into Top Management Positions

With quotas looming, how can companies get more women into top management positions, asks Creditreform? Egon Zehnder consultant Brigitte Lammers offers four tips for finding and fast-tracking female talent.

“It was a case of getting focused on what we could do, and then instilling a sense of pride.”

“It was a case of getting focused on what we could do, and then instilling a sense of pride.”

Marissa Mayer describes her approach to leadership, including looking for talent, empowering teams and planning for the long term.

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