Executive Advancement.

Such a highly-paid manager has to cope by himself.
But he can't (always).
Particularly not if he is already under observation and has already received a "warning card".

What I do.

Stabilising the current, mostly tense situation
this is almost always the starting-point - it rarely begins with everything being fine and in a relaxed atmosphere
fast extinguishment of trouble spots and generating quick wins which show that the get-well-track has been found
I'm in the boat for implementation as well, taking the responsibility and sharing the risk
after successful stabilisation I provide active guidance for the next steps
there were reasons for the crisis - now we get down to the root cause and consequently provide permanent stability and measurable success


Safe-Space-Environment - nobody is aware of it - nobody sees it - sensitive and confidential with guarantee that nothing leaves the room
holding up the mirror - unfiltered - without flattery - true
devil's advocate for the necessary next steps - making procedures waterproof
methodical single coaching - learning and improving the craft - how exactly do I go about it
catalyst and counsellor between the parties - neutral

What´s your benefit.

To acquire the candidate externally seems obvious and simple at first but nearly ALWAYS provides the higher risk (failure rate > 50% - see also Executive OnBoarding)
Stabilising and scaling the present one seems more complicated and complex initially but is nearly always the better way with lower cost (golden handshake, headhunting, loss of time before the new one performs ...) and lower risk

Stabilisation and successive active accompaniment with root treatment leads to repetitive good results AND reliable statements and forecasts