You've stepped into a new role.

90 days of private advisory for senior professionals positioning or onboarding into a new role. Full situation read. Every realistic path assessed. One clear recommendation. Complete steps to execute it. Support through to the outcome.

CHF 2,500

Full Onboarding Support

Transition Essentials

Three sessions of structured support for senior professionals stepping into a new role or returning to market after a transition.

Position established. Narrative sharp. First 90 days mapped.

CHF 1,300

What is actually at stake

The first 90 days set a categorisation that is very hard to change once formed. Most people underestimate this because nothing bad has happened yet. The damage is invisible until it becomes visible, usually 12 to 18 months later when a promotion does not materialise or a budget decision goes a different way.

The power map is not the org chart. The person with most influence is rarely the most senior. Finding out who that is in the first 30 days is one of the most important moves you can make.

Relationships formed in the first 90 days are sticky. The people you did not build a relationship with in this window often cannot advocate for you later. Simply because they do not know you well enough.

Early wins set the narrative, not just the performance record. The story people tell about you in the first few months is often the story they still tell two years later.

How you are categorised determines what you are offered. That categorisation is largely set by the end of the first 90 days.

The window to shape this is the first 90 days. Not the first year.

What 90 days looks like

We meet every other week. Six sessions across 90 days. Between sessions you have async support — questions answered, situations read in real time, decisions pressure-tested before they become irreversible.

Session 1 — Full situation read

We establish what is actually happening in the new structure. What the signals are telling you, who holds real influence, what the informal rules are, and how you are already being read two to four weeks in. We map the relationships that matter most and identify the ones that need deliberate attention. We also establish what a successful first 90 days looks like so that everything that follows is oriented toward the right outcome.

Between sessions: Power map drafted. Relationship priority list agreed. Initial read on how you are being categorised documented.

Session 2 — Relationship sequencing and early positioning

The priority relationships identified in session one are now being built. We review how those conversations are landing, what the signals are telling you, and whether the sequencing needs to adjust. We design the approach to any relationships that are proving difficult or politically sensitive. We also identify the early win that will set the right narrative and make sure the conditions for it are in place.

Between sessions: Approach to priority stakeholders refined. Early win positioned. Any misread situations corrected before they set.

Session 3 — Navigating the first significant moment

At some point in the first 60 days there will be a high-visibility moment. A difficult stakeholder situation, a team issue that surfaces publicly, a deliverable under scrutiny, a meeting where your read of the room matters. We prepare for it before it happens where possible, and debrief it in real time where not. How you handle this moment sets the categorisation at this level more than anything else.

Between sessions: Specific situations debriefed and reframed where needed. Next significant moment prepared. Ongoing read on how the categorisation is forming.

Session 4 — 60-day checkpoint

Two thirds of the way through the 90 days. The role is landing or it is not. We take an honest read: which relationships are working, which are not, whether the early narrative is the right one, and what needs to change in the remaining 30 days. If something has gone wrong it is still correctable now. In three months it may not be.

Between sessions: Honest assessment documented. Correction moves identified where needed. Final 30 days sequenced.

Session 5 — Cementing the position

The final 30 days of the engagement. We focus on the relationships and situations that still need attention and make sure the narrative that is forming is the right one. We also look ahead: what are the next significant decisions or moments in this role, and how do you want to be positioned when they arrive. The 90 days ends but the role continues.

Between sessions: Summary of categorisation as it stands. Forward positioning agreed. Any outstanding situations addressed.

Session 6 — 90-day review and what comes next

The engagement closes. We review what was established, what worked, and what the position looks like at 90 days. We agree the forward positioning strategy for the next 90 days: which relationships to deepen, what visibility to build, and what the next significant window of opportunity looks like. If the role is not working and an exit is the right move, we design that exit so it does not damage the tenure.

Between sessions: Monthly advisory available after close at CHF 750 per month for clients who want a continued sounding board.

Here's what that looks like in practice:

The right level of support depends on where you are.

What most people get wrong

Treating the first 90 days as settling in

Most people spend the first 90 days learning the role. The people who build lasting influence spend the first 90 days reading the structure, building the right relationships, and creating the early signals that position them correctly for everything that comes after. Those are different activities.

Over-delivering to the wrong people

Working hard for stakeholders who do not influence the decisions that matter does not build leverage. It builds a reputation for being useful. That is not the same thing at senior level.

Waiting for the picture to become clear

The picture does not become clear on its own. It is shaped by early conversations, early decisions, and the narrative that forms in the first few weeks. Waiting for clarity means the categorisation is already forming without your input.

Assuming the role description is the job

What the role description says and what the organisation actually needs from this hire are often different. The gap between them is political and structural, not operational. Reading it accurately in the first 30 days changes everything about how you should prioritise your time.

Start here

Start with a 15 minute clarity call. No cost. We establish if this is the right fit and what the 90 days would cover.