WORKING
TOGETHER
WITH
.png){kind=logo}
Which situation applies?
WE CAN'T WAIT – business has been going well for a while now.
“The new manager is starting next month—it's about time!”
100 days in office – where are the results?
“If nothing changes now, we will need a new manager in 100 days.”
HR will mitwirken –
aber sitzt nicht am Tisch?
“HR supports managers – but often only when there's an urgent need.”
LEADERSHIP PITSTOP: Orientation + ability to act.
PITSTOP
and confidence
Systematically achieve strong leadership with the 4R method:
• RECAP: Develop your personal leadership vision and actively align expectations with key stakeholders.
• REDESIGN: Set the right priorities and work together to create a concrete 100-day plan.
• RECHARGE: Concrete recommendations for action, proven tools, and tips for successfully implementing the plan.
• RESTART: Clear communication plan and guided transfer into everyday leadership
+ 2 Supervision-Sessions for refinement and consolidation.
Leadership Pitstop not only provides orientation, but also real capacity for action. Authentic storytelling instead of intranet uniformity
A realistically prioritized 100-day plan with clear milestones, quick wins, and stakeholder interventions.
Initial concrete improvements that are implemented directly during or shortly after the workshop.
Individual sparring sessions for reflection, follow-up, and sustainable anchoring.
100 days of effectiveness in 4 steps
A requirements profile is not the same as expectation management. That's why I developed the 4R method – based on supporting over 25 executives in onboarding. Two key success factors: genuine expectation management and a systematic onboarding plan.
PHASE 1: RECAP
Step 1: Stakeholder interviews in advance reveal initial findings.
Step 2: Compare self-image and external image of the new role. Blind spots become visible.
Step 3: Jointly determine what is needed for success.
PHASE 2: (RE)DESIGN
Iterative and agile: Create a 100-day plan based on RECAP findings. Identify quick wins and define concrete milestones. Set priorities – both what and who. Clear focus for the first 100 days.
PHASE 3: RECHARGE
Activate the team: After REDESIGN, it is clear what needs to be implemented. Now empower the manager to implement this with their team and existing resources. Analyze the team for potential, review leadership behavior and individual skills. Derive potential and risks from existing resources.
RESTART
Ensure the success of the new manager. Provide coaching and mentoring: Give practical tips for implementation. Achieve initial quick wins and establish a development plan. Document everything in a Gantt chart. Record supervision requirements for the coming weeks.
BONUS
SUPERVISION SESSIONS
Customer testimonials
What customers and colleagues say
TenneT TSO
WHEN LEADERSHIP HAS TO BE INSTANTANEOUS.
The Leadership Pitstop empowers managers to take on responsibility more quickly, gain orientation, and thus make an impact.
The whitepaper shows how you can significantly reduce the time to impact with a clearly structured 1-day format—and enable leadership from day 1.
