Leadership Sparring
for Your Next Level
Leadership Sparring
for Your Next Level
Leadership Sparring
for Your Next Level
For leaders stepping into bigger roles.
Six months of personal leadership sparring, grounded in 30+ years of executive experience.
For leaders stepping into bigger roles.
Six months of personal leadership sparring,
grounded in 30+ years of executive experience.
Your next role requires more than
what made you successful so far.
You’ve built a strong track record. You know how to deliver, solve problems, and take responsibility.
But as your scope grows, the game changes.
Your impact increasingly depends on how well you set direction, navigate complexity, influence others, and build leaders around you.
You’ve built a strong track record. You know how to deliver, solve problems, and take responsibility.
But as your scope grows, the game changes.
Your impact increasingly depends on how well you set direction, navigate complexity, influence others, and build leaders around you.
What got you here matters. It just won’t be enough for what comes next.
What got you here matters.
It just won’t be enough
for what comes next.
Your next role requires
more than what made you
successful so far.
Your job changes
before your title does.
The transition to senior leadership is not about doing more.
It is about changing how you create impact.
Less through your own expertise and execution.
More through direction, judgment, influence and the leaders around you.
The transition to senior leadership is not about doing more.
It is about changing how you create impact.
Less through your own expertise and execution.
More through direction, judgment, influence and the leaders around you.
THE LEADERSHIP TRANSITION METHOD
Five shifts that help you grow
into your next leadership role.
01
ARRIVE
Step into the role
02
DECODE
Understand the system
03
POSITION
Define your stance
04
LEAD
Create impact through others
05
MULTIPLY
Build leaders around you
WHY ME
I’ve spent more than 30 years in leadership.
And I’ve made many of the mistakes myself.
I’ve led businesses and organizations as CEO, COO, and Managing Director — from global technology companies such as Siemens, Flextronics and HTC to scale-ups like EGYM and tonies.
I’ve worked across Europe, the US and China, through periods of rapid growth, transformation and increasing complexity.
Along the way, I learned that leadership changes fundamentally as responsibility grows.
Success becomes less about what you know or accomplish yourself — and more about creating the conditions for others to succeed.
That insight shapes how I work with leaders today.
What I’m most proud of is not what I achieved myself, but the leaders I had the privilege to help grow.
Many of them went on to become CEOs, CXOs and Managing Directors themselves.
Six months. Focused on your next level of leadership.
Six months. Focused on your next level of leadership.
Leadership development doesn’t happen in a workshop. It happens while you lead — in difficult conversations,
important decisions, conflicts, setbacks, and moments of uncertainty.
That’s why we work together over six months, using your real leadership challenges as our starting point.
Leadership development doesn’t happen in a workshop. It happens while you lead — in difficult conversations,
important decisions, conflicts, setbacks, and moments of uncertainty.
That’s why we work together over six months, using your real leadership challenges as our starting point.
Our work includes:
01 Regular 1:1 leadership sparring sessions
02 Support between sessions via WhatsApp
03 Short calls when an important situation needs immediate sparring
04 Direct and honest feedback
05 Practical reflection on the decisions, conversations, and leadership challenges you are facing right now
For six months, you have a former COO at your side — someone you can call when it matters.
Our work includes:
01 Regular 1:1 leadership sparring sessions
02 Support between sessions via WhatsApp
03 Short calls when an important situation needs immediate sparring
04 Direct and honest feedback
05 Practical reflection on the decisions, conversations, and leadership challenges you are facing right now
For six months, you have a former COO at your side — someone you can call when it matters.
The decisive moments in leadership can’t be scheduled.
Neither should your access to sparring.
I don’t develop leaders for their next position.
I develop them for the next twenty years of their career.
I don’t develop leaders
for their next position.
I develop them for the
next twenty years of
their career.
I don’t develop leaders for their next position.
I develop them for the next
twenty years of their career.
WHY ME
WHY ME
I’ve spent more than 30 years in leadership.
And I’ve made many of the mistakes myself.
I’ve spent more than 30 years in leadership.
And I’ve made many of the mistakes myself.
I’ve spent more than 30 years in leadership.
And I’ve made many of the mistakes myself.
I’ve led businesses and organizations as CEO, COO, and Managing Director — from global technology companies such as Siemens, Flextronics and HTC to scale-ups like EGYM and tonies.
I’ve worked across Europe, the US and China, through periods of rapid growth, transformation and increasing complexity.
Along the way, I learned that leadership changes fundamentally as responsibility grows.
Success becomes less about what you know or accomplish yourself — and more about creating the conditions for others to succeed.
That insight shapes how I work with leaders today.
What I’m most proud of is not what I achieved myself, but the leaders I had the privilege to help grow.
Many of them went on to become CEOs, CXOs and Managing Directors themselves.
I’ve led businesses and organizations as CEO, COO, and Managing Director — from global technology companies such as Siemens, Flextronics and HTC to scale-ups like EGYM and tonies.
I’ve worked across Europe, the US and China, through periods of rapid growth, transformation and increasing complexity.
Along the way, I learned that leadership changes fundamentally as responsibility grows.
Success becomes less about what you know or accomplish yourself — and more about creating the conditions for others to succeed.
That insight shapes how I work with leaders today.
What I’m most proud of is not what I achieved myself, but the leaders I had the privilege to help grow.
Many of them went on to become CEOs, CXOs and Managing Directors themselves.
THE LEADERSHIP TRANSITION METHOD
Five shifts that help you grow
into your next leadership role.
02
ARRIVE
Step into the role
DECODE
Understand the system
Build leaders around you
MULTIPLY
LEAD
Define your stance
POSTITION
Create Impact through others
04
03
05
01
THE LEADERSHIP TRANSITION METHOD
Five shifts that help you grow
into your next leadership role.
01
02
ARRIVE
Step into the role
DECODE
Understand the system
MULTIPLY
LEAD
Define your stance
03
POSTITION
04
05
Create Impact through
others
Build leaders around
you
The transition to senior leadership is not
about doing more.
It is about changing how you create impact.
Less through your own expertise
and execution.
More through direction, judgment,
influence and the leaders around you.
Your job changes
before your title does.
Six months.
Focused on your next
level of leadership.
Leadership development doesn’t happen in a
workshop. It happens while you lead —
in difficult conversations, important decisions,
conflicts, setbacks, and moments of uncertainty.
That’s why we work together over six months,
using your real leadership challenges as our
starting point.
The decisive moments in
leadership can’t be scheduled.
Neither should your access to
sparring.
Our work includes:
01 Regular 1:1 leadership sparring sessions
02 Support between sessions via WhatsApp
03 Short calls when an important situation
needs immediate sparring
04 Direct and honest feedback
05 Practical reflection on the decisions,
conversations, and leadership challenges
you are facing right now
For six months, you have a former COO at
your side — someone you can call when it matters.
MARTIN FICHTER
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