The Executive Character & Decision Snapshot

A 10-day diagnostic for leaders who keep meeting the same wall.

Why do you keep hitting the same friction, even though you have the experience to know better? Different stakeholders. Different rooms. Same dynamic.

The reason is rarely a lack of skill or analysis. It is that every leader carries a map of how they decide, and the map is invisible to them because they have always lived inside it. The same decisions keep producing the same friction because the map has not changed.

Ten days. One diagnostic. You see the map.

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THE CONCEPT

The map you have never seen.

Your decision architecture is how you actually decide when pressure is on. Not how you think you decide. Not how you would describe it in an interview. How you actually do it, in the moment, when stakes are real.

How much certainty you need before you move. How you handle disagreement that lands close to you. How you read what people are not saying. How you balance speed against thoroughness when both matter. How risk lives in your body when the call is yours.

Jung wrote that what we refuse to see in ourselves comes back to meet us in others. The friction you keep finding in different rooms is often the same architecture, encountering different walls. Most leaders never see this. They see the decisions and they see the outcomes. They do not see the structure producing both.

THE PROBLEM

You probably recognize one of these.

DECISION PARALYSIS

You have the data. The analysis is complete. But the decision will not move. Three validation levels. Five stakeholder meetings. Endless re-analysis. Strategic windows close while you wait for one more piece of evidence that you already know will not arrive.

REPEATING FRICTION

Third time you have had this exact conflict with your manager. Fourth time with your team. Different people. Same dynamic. Different room, same wall.

HIGH-STAKES TRANSITION

You were promoted six months ago. People who used to challenge you stopped challenging you. They started waiting for you to decide. The old playbook does not work anymore, and the new one has not arrived.

The friction is not the situation. It is what you bring into the situation. You cannot see this from inside it.

THE PRACTITIONER

Who you work with.

I built, ran, and exited TransEurAsia over 15 years. I was myself a decision-maker who sat in the chair and made the calls under pressure. The work I do now is grounded in the experience of having been in the position my clients now occupy, not in having read about it.

I am a certified LINC Personality Profiler practitioner with over 1,500 hours of documented coaching practice. I hold EMCC Senior Practitioner accreditation, ESIA coaching supervisor accreditation, an MSc in Coaching Psychology, and an Executive MBA.

My approach is direct. I do not sell comfortable reassurance. Honest self-knowledge is harder, slower, and more useful.

Languages: English, French, Italian. Based in Switzerland.

THE DELIVERABLES

What you walk away with.

A 90-minute individual debrief showing where your decision architecture produces the friction you described.

A 2-page written brief: decision architecture summary, 3 to 5 specific blind spots, adjustments to test, 30-day action plan with weekly milestones.

A 30-minute follow-up session to refine what worked and what did not.

Vague advice is the failure mode of most leadership work. Be more decisive. Trust your gut. Build psychological safety. These are useful as gestures and useless as inputs. The diagnostic produces inputs. A deadline you write into your calendar. A certainty threshold you can name. A validation round you cancel. Things you can do on Monday.

A word on what this work asks of you. Seeing your own pattern is uncomfortable. Most clients meet resistance in themselves during the Day 5 debrief, sometimes before it. The architecture has been useful to you. It got you where you are. Naming the cost of it requires a kind of honesty that the day-to-day does not demand.

« Most clients identify at least one significant pattern they had not articulated before, and walk away with 3 to 5 specific adjustments to test within the first week. »

Investment: CHF 780

LINC assessment, 90-minute debrief, written brief, follow-up, 30-day action plan.

If at any point during the diagnostic you feel it is not delivering value, I refund the full fee, no questions asked, up to Day 14.

Company invoicing available for HR or L&D sponsored engagements.

The diagnostic uses the LINC Personality Profiler, built on the Big Five model, the most extensively researched personality framework in psychology. Scientifically validated. It measures decision patterns under pressure, not personality preferences.

THE PROCESS

How it works.

BEFORE

Fit Call & Assessment

15-minute fit call. You describe the impasse. If the diagnostic is the right tool, you complete the LINC assessment online (20 minutes). I analyze your profile.

DAY 5

Debrief

90 minutes, conducted online on your preferred video platform. I walk you through your LINC profile. The pattern. Where it works. Where it costs you. We name the blind spots and the adjustments to test.

DAY 7

Written Brief

A 2-page written brief lands in your inbox. Architecture summary. Blind spots. Adjustments. The 30-day action plan with weekly milestones.

DAY 10

Follow-up

Thirty minutes. You report what shifted. We refine what worked and lock the plan.

Results are strictly confidential. I share nothing without your written consent. Your LINC data is stored under GDPR compliance and can be deleted on request after Day 10.

IN PRACTICE

What this looks like in practice.

A Director of Operations in Swiss pharma came to me convinced her main issue was stakeholder alignment. Her cross-functional peers kept pushing back on her decisions. She was exhausted by what she called the politics.

Her LINC profile surfaced something different. Her high deliberation combined with high authority orientation was creating a pattern she had never seen. She was making decisions visible to peers only after she had already decided internally. By the time they were consulted, the decision felt fixed. The pushback she experienced as politics was actually peers reacting to feeling presented with conclusions rather than included in thinking.

She resisted this at first. Consulting earlier felt like weakness to her. We worked through that in the debrief.

Two adjustments came out of the analysis. First, opening consultation 48 hours before her internal deliberation closed. Second, explicit timeline disclosure so peers knew when input would be heard and when it would close. Within three weeks, two of her recurring conflicts dissolved. One did not, because the underlying issue there was structural, not pattern-based.

The decision visibility pattern was the headline. Among the other patterns the diagnostic surfaced: a tendency to over-prepare for meetings she could have walked into cold, and a default to written communication when verbal would have been faster. She told me at Day 10 that seeing the visibility pattern was the most useful thing she had heard about herself in a decade of leadership roles.

Anonymized at client request. Some identifying details modified.

THE AUDIENCE

Who this is for.

Any leader where decision-making effectiveness affects results. Team leaders, project leads, department heads, partners, Managing Directors, CFOs, COOs, Founders.

The common thread is not seniority. It is having reached the point where more analysis or more meetings will not solve what is actually a pattern problem.

Individual work. One person at a time. Not therapy. Not coaching disguised as a workshop.

A note on capacity. The Snapshot is a new offering. I am currently working with founding clients at preferential terms. In exchange, I ask for honest feedback that shapes how the diagnostic evolves. Maximum 4 founding clients per month. Each Snapshot requires approximately 4 hours of profile analysis and preparation in addition to the sessions, which is why the number is low.

This is not the right tool if you are in a mental health crisis (therapy is more appropriate), you are facing a severe interpersonal conflict that needs mediation, you are looking for reassurance rather than diagnostic data, or you want a quick fix without testing the adjustments that come out of the analysis.

AFTER THE DIAGNOSTIC

What happens after Day 10.

The diagnostic closes. You have your brief, your action plan, and the specific adjustments to test.

You have full clarity on whether continued work would be valuable. If yes, we discuss it in the follow-up session. If not, we close and you implement on your own. The Snapshot is designed to give you clarity, not to funnel you into more work you did not ask for.

Optional Day 30 check-in. Available for CHF 280 if you want to review what is working in the action plan and adjust without committing to coaching. Most clients do not need it. Some find it useful as a midpoint.

LINC ECOSYSTEM

Beyond the Snapshot.

The Snapshot uses the base LINC profile with the Leadership depth profile. That covers the work most leaders need. For situations where the standard diagnostic is not the right fit, two extensions are available.

LINC 360. Adds an external review with up to 12 raters from your professional context. Useful when the gap between how you see yourself and how others experience you is part of what you are trying to understand. The 360 lengthens the timeline by approximately ten days and adds a fee scaled to the number of raters.

LINC Team. A team version for leadership groups of 6 to 12, conducted over a structured workshop. Useful when the friction is not in one leader but in how a team decides together. Priced separately by team size.

Depth profiles for agility, resilience, entrepreneurship, sales, and team dynamics are also available and can be added to the standard Snapshot at a small additional fee when relevant to your situation.

These extensions are not upsells.

They are different tools for different problems. The fit call is where we decide which is right for you, or whether the standard Snapshot is enough.

QUESTIONS

Common questions.

You describe the impasse or friction you face. I ask 2 or 3 clarifying questions. I tell you honestly whether the diagnostic is relevant for your case, or whether something else would serve you better. No commitment from the call.
LINC and Hogan are both built on the Big Five model and designed for workplace use. Hogan is older and more widely known, and it emphasizes derailers under stress and how others perceive you. LINC emphasizes decision-making patterns and the competencies linked to performance, with faster deployment and a lower cost. MBTI is a different category. It is based on Jungian types rather than the Big Five and is not validated for predicting performance. If you have done Hogan in the past and want a complementary lens focused on decision architecture under pressure, the Snapshot serves that purpose. If you have done MBTI, the Snapshot will give you something fundamentally different and more rigorous.
Yes. The LINC assessment and all written materials are available in English, French, and Italian. The debrief and follow-up can be conducted in any of the three.
The diagnostic is conducted entirely online via video on your preferred platform (Google Meet, Zoom, Microsoft Teams, or another of your choice). Clients are based across Europe and the World.
Coaching, done well, is a sustained engagement with someone you trust enough to be uncomfortable in front of. Done badly, it is six months of agreeable conversation sold as growth. This diagnostic does not replace good coaching. It replaces the bad version: the part where you commit to a long process before you know what you are actually working with. Some Snapshot clients continue into coaching afterwards. Many do not need to.
Then we do not proceed. The fit call exists precisely to avoid wasting your time or mine.

BEFORE YOU DECIDE

Before you decide.

Whether you book the call or not, the question stays. What if the friction you keep meeting is not the room, the people, or the situation? What if it is the map you bring into the room, the map you have never seen because you have always lived inside it?

You will not become a different leader. You will see the map you have been navigating with. That is a smaller claim than most leadership work makes. It is also harder, and more useful, than most leadership work delivers.