Intervention note: method: structuring a executive leadership initiative in Neuchâtel over 90 days
Three conversations in one week in Neuchâtel on the same subject. That's no longer noise, it's a signal. Here's what we take from it. A executive leadership transformation doesn't play out in two days or two years. Ninety days is the window in which an observable, measurable change can be produced without exhausting the organisation. Here is the sequenced method we use in Neuchâtel.
Days 1-15: diagnosis and framing
Five internal interviews, two field observations, one document review. Goal: produce a one-page framing that precisely names the target behaviour, the linked business stake and the responsible sponsor. Without this document, what follows drifts. The hidden cost? About 1.5 person-months per year per team of 8 — roughly CHF 14,000 in invisible drag.
Days 16-30: sponsor and collective alignment
The sponsor publicly states the stake to the team. Short (20 minutes) but the moment that legitimises everything that follows. We systematically prepare it together — message, tone, formulation of expectations.
Days 31-60: guided practice
Two 4-hour collective workshops three weeks apart, complemented by individual coaching for key profiles. The phase where executive leadership shifts from declared to practised.
Days 61-80: anchoring through rituals
We install the new behaviours into existing rituals: weekly team review, one-to-ones, steering committee. No new meeting — we transform meetings that already exist. That's what makes the change sustainable. (our executive and employee training programmes)
Days 81-90: impact review
Honest measurement: follow-up interviews, field observation, business indicators. We separate what genuinely changed from what stayed declarative. This review produces the next decision: extend, deepen, or stop.
The takeaway
One last thing, almost whispered: what we see in Neuchâtel doesn't depend on the size of the organisation. A 40-person SME can produce sharper change than a 4,000-headcount group, simply because it accepts to look at what it has long avoided. That's the real factor. To go further: explore the Executive Leadership training in Neuchâtel, or browse our executive and employee training programmes in Switzerland.
In pictures: Executive Leadership in Neuchâtel
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