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Author: Jens Kurth

  • Pharma Talks – Conversation with Frédéric Revah, CEO Genethon

    Pharma Talks – Conversation with Frédéric Revah, CEO Genethon

    13 November 2025

    Frédéric Revah is CEO of Généthon, a global reference in gene therapy, built to translate genetic science into durable treatments for rare diseases. He brings a rare, end-to-end perspective on how early scientific choices shape manufacturing reality, regulatory paths, and long-term patient impact.

    1. Progress of Genethon’s Gene Therapy Programs

    Q: How are Genethon’s programs progressing, especially in neuromuscular diseases?

    A: Genethon is currently advancing a robust pipeline of gene therapy programs with a strong focus on neuromuscular and metabolic disorders. One of the most significant recent achievements is the progression of the Duchenne muscular dystrophy (DMD) program, GMT-0004, into Phase 3. This represents the most advanced Duchenne gene therapy program in Europe. Early data from the dose-escalation cohorts show not only biochemical improvements, such as a roughly 75% decrease in circulating creatine kinase (CK), but also stabilization of motor function—an important indicator given the relentless progression of Duchenne.

    Genethon is also progressing multiple additional neuromuscular programs toward pivotal readiness. In Crigler–Najjar syndrome, one of the longest-running clinical efforts, several treated patients have now been living for almost five years without requiring phototherapy. This represents a profound improvement in quality of life and a durable therapeutic effect.

    “One boy climbed more than 600 steps of the Eiffel Tower — something untreated Duchenne patients simply cannot do.”

    2. Clinical Impact and Dose Advantages

    Q: What differentiates Genethon’s Duchenne gene therapy from other approaches?

    A: A key differentiator of GMT-0004 is its dose efficiency. Compared to other leading programs in the Duchenne space, Genethon administers vector at much lower doses while achieving meaningful and durable clinical benefits. Specifically, the program uses a dose approximately four times lower than Sarepta’s SRP-9001 therapy and nearly seven times lower than RGX-202 from Regenxbio/Solid Biosciences. Lower dosing is clinically and commercially significant: it reduces the risk of immune-mediated toxicities, improves overall safety margins, and eases manufacturing demands, all of which contribute to a more scalable and sustainable therapy.

    The differentiation is further reinforced by the fact that Sarepta’s Phase 3 trial did not achieve statistical significance on its primary endpoint. Against this backdrop, the stable motor function and biomarker improvements observed in Genethon’s early cohorts — coupled with the consistency of response across multiple clinical centers — provide strong confidence in the program’s therapeutic potential.

    “Our effective dose is four times lower than Sarepta’s and nearly seven times lower than other programs.”

    3. Challenges in the One-Shot Gene Therapy Model

    Q: Why is the one-time gene therapy business model difficult to sustain?

    A: While the vision of a one-time curative therapy has driven much of the field’s early excitement, the business model underlying a single-administration therapy is proving difficult to sustain. Because a one-time treatment must recoup the full cost of research, development, manufacturing, and risk within a single dose, pricing pressures inevitably rise to levels that strain payer budgets.

    In addition, the biological and clinical reality of many diseases complicates the concept of a single-dose cure. Tissues regenerate, patients grow (especially pediatric patients), vector expression can decline over time, and the disease may continue progressing. These practical considerations create demand for re-dosing — something that most current AAV-based therapies cannot support due to long-lasting immunity.

    The future of gene therapy is likely to shift toward re-dosable or chronic administration. This transition is being enabled by innovations such as lipid nanoparticles (LNPs), next-generation capsids with reduced immunogenicity, and improved immune-modulation strategies that may one day allow safe AAV re-dosing. Such solutions would shift gene therapy economics toward more traditional pharmaceutical models.

    “Expecting to recoup an entire investment from a single injection is simply unsustainable.”

    4. Ultra-Rare Diseases and New Funding Models

    Q: What makes ultra-rare diseases especially challenging?

    A: Approximately 85% of rare diseases fall into the category of ultra-rare disorders, each affecting fewer than one in 100,000 individuals. While the scientific rationale for treating these conditions is often strong, they are generally unattractive markets for pharmaceutical companies and venture investors, who require larger patient populations for meaningful return on investment.

    For patient organizations like AFM-Téléthon, which founded Genethon, this creates a profound ethical dilemma. Families affected by ultra-rare diseases often have no available treatment options and struggle even to access clinical trials. Clinical development for ultra-rare diseases should be publicly reimbursed, as trial participation itself represents the only therapeutic pathway for these patients.

    He stresses that expecting charities to shoulder full late-stage development costs is not viable. Government-level intervention and alternative funding models are needed to ensure equitable access.

    “Do we really tell these families their children are not numerous enough to deserve treatment?”

    5. Regulatory and Reimbursement Landscape

    Q: How do regulators and payers shape the development pathway for gene therapies?

    A: Regulatory agencies such as the EMA and FDA have demonstrated strong openness to innovation in the gene therapy space. Europe is not inherently more restrictive than the U.S.; in fact, several ATMPs reached European markets before being approved in the United States.

    The more significant barrier is reimbursement. Given the high price of ATMPs, payers require rigorous evidence demonstrating superiority over standard of care, long-term functional benefit, and durable biological effect. Randomized, placebo-controlled trials, long-term follow-ups, and real-world data are essential components of the evidence package.

    6. Partnership Strategy and Access to Patients

    Q: How does Genethon approach partnerships and collaborations?

    A: Genethon evaluates partnerships through a single primary lens: would a collaboration accelerate patient access? This reflects Genethon’s origins as a patient-driven research organization. When partnerships can shorten development timelines or enhance global reach, they are actively pursued. However, for ultra-rare diseases, commercial partnerships are often infeasible due to limited market potential.

    7. Role of Artificial Intelligence in Gene Therapy

    Q: How is AI transforming Genethon’s approach to research and development?

    A: Artificial intelligence is playing an increasingly important role in Genethon’s R&D. The organization recently published work in Nature Communications demonstrating the ability to design novel AAV capsids with organ-specific tropism using AI-driven approaches.

    AI is also being applied in manufacturing, where predictive models may eventually enable digital bioreactor concepts. In clinical research, Genethon is using AI to develop rare-disease patient data hubs with French hospitals, improving the understanding of disease trajectories and enabling more objective monitoring of therapeutic response.

    “AI can process datasets that humans simply cannot — it will reshape discovery and development.”

    8. Europe’s Competitive Position in Gene Therapy

    Q: How competitive is Europe globally in gene therapy innovation?

    A: Europe has longstanding roots in the field — including the world’s first successful gene therapy trial in Paris for the ‘Bubble Babies’ syndrome. Europe today benefits from a mature scientific ecosystem, industrial capabilities, and long-term government initiatives.

    One of the most significant initiatives is ‘France 2030,’ which established five national bioclusters targeting key therapeutic areas. Genother [the gene therapy biocluster chaired by Revah] received €140 million in funding and brings together manufacturing platforms, clinical networks, and training infrastructures. Europe is increasingly attracting talent from the U.S., reflecting strong scientific momentum and greater financial stability.

    9. Leadership Insights for Biotech Innovators

    Q: What mindset and skills should biotech leaders develop?

    A: Successful biotech leaders must be both scientifically visionary and operationally grounded. They should be deeply passionate about science yet avoid falling in love with their own hypotheses. Equally important is a thorough understanding of CMC, regulatory strategy, manufacturability, and patient pathways.

    Leadership in gene therapy requires balancing bold innovation with practical execution — ensuring that great science can ultimately become a real, manufacturable, reimbursable therapy for patients.

    “A biotech leader must stand at the intersection of innovation and execution.”

  • Pharma Talks – Conversation with Udo Fichtner, Graf Lambsdorff & Compagnie: Transformation requires trust – and leadership that truly understands people

    Pharma Talks – Conversation with Udo Fichtner, Graf Lambsdorff & Compagnie: Transformation requires trust – and leadership that truly understands people

    28.10.2025

    Udo Fichtner has been guiding organizations through profound transformation processes for many years. In this conversation with Jens Kurth, he shares his perspective on the evolving demands of leadership, the role of trust as a cultural foundation – and why good leadership, at its core, is timeless.

    1. Review  & Context

    Jens Kurth:
    Leadership today isn’t defined by control, but by connection. Over the past years, organizations have been forced to reinvent how they lead and collaborate. What, in your view, has changed most in leadership?

    Udo Fichtner:
    Two trends are certainly dominant. The pandemic has made remote work popular, and technology – especially AI – has an impact. Both trends change the requirements for great leadership. Unfortunately, they do not necessarily change the actual leadership behavior in many cases.

    Jens Kurth:
    You’ve also worked across multiple industries. Which experiences from other sectors can be surprisingly well transferred to pharmaceuticals or life sciences?

    Udo Fichtner:
    There are industries out there that appear to be more competitive and just a lot faster. Innovation cycles in some sectors are much shorter, which strongly shapes their corporate culture. Sometimes, more agility and flexibility would be desirable in pharmaceuticals and life sciences. It’s not easy, though, to transfer this spirit into a culture that has been immensely successful in a “protected” environment like pharma.

    2. HR as a Lever for Transformation

    Jens Kurth:
    Transformation often starts with technology but fails on the human side. Where does change most often break down – and why?

    Udo Fichtner:
    Let me quote two people who are hitting the nail on the head. Michael Kramarsch, founder of hkp, once said: “Transformation is never technology but always human behavior.” And my long-term companion and dear friend Steffen Fischer, CHRO of ifm electronics, with whom I founded the “AI-HR-Lab” back in 2018, added: “The winner is not the one using the best tools, but the one managing the best human–machine interaction.” That says it all.

    Jens Kurth:
    And what does it take for leaders not only to change things, but to truly move people?

    Udo Fichtner:
    Know your people. Trust your people. Treat them like adults. And communicate, communicate, communicate. One individual is thrilled by a simple “There is change coming up, follow me” – and doesn’t need much more to buy in. Another needs careful explanation, over and over again. Some are fine with an email or circular announcement, others prefer a video or twenty individual conversations. Remember: know your people! It sounds very simple, but it requires true leadership skills.

    Jens Kurth:
    True movement happens when leadership meets empathy. The best transformation strategies fail if they forget the human cadence behind the change.

    3. Leadership & Culture in Transition

    Jens Kurth:
    Creating a culture that combines innovation, responsibility, and courage is a challenge – especially in regulated environments. How can HR help to enable this balance?

    Udo Fichtner:
    It’s a tough one. In a recent project, I supported a company that transformed from a “normal” manufacturer into a CDMO – a contract development and manufacturing organization. We had to implement stringent documentation processes and regular training initiatives to become audit-ready as a first step. What it takes from there to create a sustainably innovative, responsible, and courageous corporate culture in a regulated environment – frankly, I don’t know. It sounds almost like a contradiction in itself: a regulated environment that supports innovation and courage.

    Jens Kurth:
    That tension defines much of the life sciences world – compliance and curiosity co-existing uneasily. Perhaps the answer lies in creating “safe spaces for courage,” where boundaries are clear, but within them, teams can experiment without fear.

    Jens Kurth:
    And what role does trust play in transformation – and how can it be anchored in organizations?

    Udo Fichtner:
    Trust is of the essence. In my experience, there is only one effective way to establish a culture of mutual trust: as a leader, show vulnerability, admit mistakes, talk about them, celebrate them. This ensures that people in your team learn that mistakes are human, can be admitted easily, and serve as a valuable source for learning and development. No finger pointing, no hiding, no politics. Such a culture allows constructive and healthy conflict about issues rather than people. This is the basis for successful transformation processes.

    4. Outlook & Personal Reflection

    Jens Kurth:
    If you were advising a young HR team in a biotech or health-tech start-up – what advice would you give them?

    Udo Fichtner:
    Learn about data. Learn with data. Learn from data. Data will be King. Use data to support (or argue) people decisions. Data literacy is becoming the game changer for HR.

    Jens Kurth:
    Data-driven HR can turn intuition into insight – but only when empathy remains part of the equation. Numbers may guide decisions, but culture still determines whether they succeed.

    And finally: what does “good leadership” mean to you today – compared to ten years ago?

    Udo Fichtner:
    I don’t think the fundamentals have changed over the past ten years. It’s still about vision, clarity, integrity, empathy, communication, accountability, adaptability, mutual trust, setting direction, decisiveness, resilience, and learning. Ten years ago – today – and ten years from now. Some of the tools will change, yet the fundamentals won’t.

    Jens Kurth:
    A timeless definition – and perhaps the best summary of our conversation. Technology will evolve, business models will shift, but the human essence of leadership remains unchanged.


    Our discussion with Udo Fichtner reminds us that transformation isn’t about new frameworks or digital platforms, it’s about people. Leadership begins when trust replaces control, and when curiosity becomes stronger than fear. In that sense, the future of transformation looks less like a system – and more like a relationship.

  • CEO Espresso Interview: Philipp Stukenbrock

    CEO Espresso Interview: Philipp Stukenbrock

    +++ Deutsche Version: siehe unten; German version below +++

    Philipp Stukenbrock is currently CEO of 8.2 Consulting AG. He has been working in the renewable energy sector for more than 15 years. Before joining 8.2 Consulting AG in 2013, he led multiple technical due diligence projects for renewable energy assets for clients including the World Bank and the European Investment Bank. Today, Philipp oversees activities across the core business areas of Consulting, Wind Farm Life Extension, and Offshore Wind. He holds a degree in Industrial Engineering with a focus on Energy and Environmental Management from the University of Flensburg.

    8.2 is an independent network of over 40 engineering and expert firms worldwide, specializing in inspections, assessments, and technical consulting for renewable energy. Each office operates independently but is part of the 8.2 Group—united by shared values, knowledge transfer, and a strong commitment to quality. Together, we pool expertise in wind, photovoltaics, storage, and grid integration.

    Question: What makes a good negotiation?

    Antwort: Both partners have built a relationship of trust on equal footing and leave the negotiation with a positive feeling. The outcome works for both sides.

    How important is preparation for a negotiation?

    Very important, especially for larger projects or contract frameworks. That said, for “smaller” negotiations, it can also work to start fresh, without extensive preparation.

    Can trust develop quickly in negotiations?

    It depends. Sometimes it happens very quickly—there’s a click and trust forms almost immediately. Other times it takes longer. Long-term trust always requires time, and once established, it helps enormously and can make a significant difference. And when you’ve already successfully delivered projects together in the past, that trust credit is renewed again and again. The proof is there that it works.

    What’s easier for you: internal or external negotiations?

    Internal negotiations are easier for me, with one exception: contract negotiations. And as always, it depends on the personality on the other side of the table whether a negotiation runs more smoothly or proves more challenging.

    What does a good leader particularly need?

    An empathetic approach to all employees. I don’t lead through directives (“This is how we do it!”). A good leader ensures that everyone is working together toward the same goal. And that everyone shares in the success. To achieve this, I try not to take myself too seriously. Plus: My employees have sufficient freedom for self-development.

    How has your leadership style changed over time?

    There was no radical break—things have evolved over time. As CEO, I bear responsibility. Delegating arbitrarily doesn’t work. I set the guidelines, I draw boundaries, the numbers need to add up. And I ensure that employees stand behind a common goal. This works best when everyone thinks entrepreneurially and this mindset is actively fostered.

    How do you pursue professional development?

    Continuing education is important for everyone. You can’t do without it. For specialized topics, I attend specific training courses; otherwise, it’s learning on the job.

    We conducted the interview in November 2025.


    +++ Deutsche Version +++ German version +++

    Philipp Stukenbrock ist derzeit CEO der 8.2 Consulting AG. Er ist seit mehr als 15 Jahren in der Branche für erneuerbare Energien tätig. Bevor er 2013 zur 8.2 Consulting AG kam, leitete er mehrere technische Due-Diligence Projekte für Anlagen im Bereich erneuerbare Energien für Kunden wie die Weltbank und die Europäische Investitionsbank. Heute leitet Philipp die Aktivitäten zwischen den Hauptgeschäftsbereichen Consulting, Weiterbetrieb von Windanlagen und Offshore Windkraft. Er hat einen Abschluss als Wirtschaftsingenieur für Energie- und Umweltmanagement von der Universität Flensburg.

    8.2 ist ein unabhängiges Netzwerk von über 40 Ingenieur- und Sachverständigenbüros weltweit, spezialisiert auf Prüfungen, Gutachten und technische Beratung für erneuerbare Energien. Jedes Büro arbeitet eigenständig, ist aber Teil der 8.2 Gruppe – verbunden durch gemeinsame Werte, Wissenstransfer und ein starkes Qualitätsverständnis. Gemeinsam bündeln wir Fachwissen für Wind, Photovoltaik, Speicher, Netzintegration.

    Frage: Was zeichnet eine gute Verhandlung aus?

    Antwort: Beide Partner haben auf Augenhöhe ein Vertrauensverhältnis aufgebaut und gehen mit einem guten Gefühl aus der Verhandlung. Das Ergebnis stimmt für beide Seiten.

    Wie wichtig ist die Vorbereitung auf eine Verhandlung?

    Sehr wichtig, gerade bei größeren Projekten oder Vertragswerken. Wobei es bei “kleineren” Verhandlungen auch passen kann, frisch zu starten, also ohne größere Vorbereitungsarbeit.

    Kann Vertrauen schnell entstehen in Verhandlungen?

    Kommt darauf an. Es kann sehr schnell gehen, dann macht es Klick und Vertrauen stellt sich fast sofort ein. Mal dauert es länger. Langfristiges Vertrauen benötigt stets Zeit, hilft dann enorm, da es viel ausmachen kann. Und wenn man bereits erfolgreich Projekte in der Vergangenheit umgesetzt hat, wird der Vertrauensvorschuss immer wieder erneuert. Denn der Beweis ist ja da, dass etwas funktioniert.

    Was fällt Dir leichter: interne oder externe Verhandlungen?

    Intern zu verhandeln ist für mich einfacher, mit einer Ausnahme: Vertragsverhandlungen. Und dann hängt es wie immer von der Persönlichkeit gegenüber ab, ob eine Verhandlung leichter oder schwerer abläuft.

    Was benötigt eine gute Führungskraft besonders?

    Einen empathischen Umgang mit allen Beschäftigten. Ich führe nicht per Anweisungen (“So machen wir das!”). Eine gute Führungskraft sorgt dafür, dass sich alle gemeinsam für das gleiche Ziel einsetzen. Und dass alle am Erfolg beteiligt sind. Dafür versuche ich, mich nicht zu wichtig zu nehmen. Plus: Meine Mitarbeiter erhalten genügend Freiraum zur Selbstentfaltung.

    Wie hat sich Deine Art des Führens im Laufe der Zeit verändert?

    Es gab keinen radikalen Schnitt, durch die Zeit hat sich manches verändert. Als CEO stehe ich in der Verantwortung. Beliebig delegieren, das funktioniert nicht. Ich gebe die Leitlinien vor, ich ziehe Grenzen, die Zahlen müssen passen. Und ich sorge dafür, dass die Mitarbeiter für ein Ziel einstehen. Das gelingt am besten, wenn jeder unternehmerisch denkt und diese Denkweise auch gefördert wird.

    Wie bildest Du Dich beruflich weiter?

    Weiterbildung ist für alle wichtig. Ohne geht es nicht. Ich habe bei Spezialthemen konkrete Schulungen und ansonsten Learning on the job.

    Das Interview führten wir im November 2025.