Dr. Martin Buerki

leadership partner, speaker & author

“Joy in leading others results in success – and not the other way around.”

Leading defines the direction of a movement that evolves from within. That is the reason why leading is always a question of suitability attitude.

Companies and organizations need more leadership! Not a process-oriented but rather an dictating integrating leadership that transports culture and builds trust.

Method (spotligt)

What should leadership achieve? How does it develop a stable effect in an agile environment? Which contents should be communicated? And how?

I have been dealing with these and other questions for almost 20 years. In doing so, I am committed as a Leadership Partner. In this role, many contributions and impulses for the design and perception of leadership have emerged. Enriched with my experiences, insights and tips, a book has emerged that summarizes these many components and condenses them into a tangible, practical approach. In doing so, I give leadership, leaders and management tasks the importance of being the epicenter of successful corporate development.

In “Leading with the T.I.G.E.R. Method©” I lay the foundation for what I consider to be the central perspective of leadership (making others successful) and the necessary change of roles for leaders. Both succeed along the five core tasks Tell, Integrate, Grow, Encourage and Realize. (more)

TIGER
  1. 01

    Tell

    How you touch and move employees with your ambition.

    Comfort zones are the ultimate death of movement and development – so leave it! Create an attractive gravitation field that employees can’t resist. Offer meaning and create resonance. This is how you generate identity.

    In short: An ambition that does not establish connection is like a letter with no salutation.

  2. 02

    Integrate

    How you unite employees to initiative, agile and diverse communities.

    Today, cooperation seems pretty simple: it’s virtual, fast, punctual and diverse. You just need to create a safe and stable ground for it: endow trust, foster diversity and anchor your own culture.

    In short: Diversity presupposes diversity – and starts in the head.

  3. 03

    Grow

    How you unfold potentials in employees and create new opportunities.

    Positive emotions trigger employees’ engagement, creativity and courage. So honestly and energetically strengthen their strengths and see their potential unfold.

    In short: Challenging expectations and honest discussions wake up dormant potentials.

  4. 04

    Encourage

    How you empower employees to help themselves and help others.

    Old-fashioned thinking blocks performance. The same is true when it comes to leading others. Love and live your role as a coach to show employees that you care and help them help themselves and others.

    In short: Respectful interactions open alternative interpretations – and actions.

  5. 05

    Realize

    How you strengthen and multiply the success of employees.

    Successes energize! Even your employees. Help them see, accept and appreciate their contribution and gauge their own potential for further development.

    In short: Successes create new gravity fields.

Offer

  1. 01

    ** NEW ** Pop-up Coach (digital)

    Pop-up Coaching: An uncomplicated coaching format for women and men in management positions who lack a short, selective exchange. I create space for you to reflect on challenging leadership situations quickly and in an uncomplicated way.

    Book a session.
  2. 02

    Transformer

    Transformations fail because of complexities or the inability to deal with them. I support leaders to understand these complexities, to prepare themselves and the change - beyond conventional “change programs”. But with real effect.

    Let's talk about it.
  3. 03

    Developer

    Leadership roles are versatile, leadership tasks are challenging, leadership situations are complex. Are you satisfied with your impact? Or do you rather stand in your own way? I show you how to free yourself from (recurring) traps and how to really unfold.

    Watch Testimonal (youtube)
  4. 04

    Rocket Trainer

    Not all teams - especially management teams - reach their possible performance level, the concerns are too dispersed, the ambitions are too different, the cooperation is too uncertain. I will show you how to ignite the next level and bring your team performance to a “next level.

    Watch Testimonal (youtube)
  5. 05

    Bridge builder

    Do you feel alone with your leadership challenges? Use Altize - the community of leaders for leaders. Learn from others and share your own experiences. Anonymous, discreet and uncomplicated.

    Altize - community for leaders by leaders
  6. 06

    Organizer

    Sometimes a personal and open exchange is more helpful than 1000 books. That’s why with the LeaderSummit* I create an inspiring and instructive event by and for leaders from different industries.

    Get next invitation.

Journal

Expertise

Coaching hours
17'220
Corporate customers
117
Private customers
102

Selection of
customer references

About

How I will help you:

Leaders find themselves often between organizational change, complex dependencies and human needs. That may be puzzling and exhausting.

I help leaders to focus with joy on the core of leadership. So that they create a climate in which employees flourish, engage and develop.

Short Curriculum vitae

Get to know me (better).

Why necessary change does not happen even when all involved parties have committed to it? And what does that mean for leaders? I am passionately devoted to these and similar questions. In my work I integrate insights from various sources such as Positive Psychology and different development approaches to help leaders in many organizations to identify and overcome the Immunity to Change (ITC) of individuals and groups. So that they might achieve a state of continuous and deliberate development.

Further points:

− PhD in business administration and economics; university of Basle
− Positions in Management Consulting and Banking
− Since 2003: self-employed entrepreneur and leadership partner
− 2011: ITC diploma of Harvard university, Boston
− 2013: ITC-facilitator diploma of Harvard university, Boston
− 2018: Latest publication (in german): “leading with the T.I.G.E.R.-Method”
− 2019: Published various articles (see material)
− 2020: SGO: Practice Head “Leadership”

Journal

Enable success!

With the leadership role comes a change of perspective: the focus is no longer on your own success, but on the realization that it depends on the success of others.

Do you realize potentials?

Success has many faces and does not mean the same for everyone. While some associate it with a career and social prestige, others measure their success by whether and how many degrees of freedom they enjoy. Others associate it with a single event (customer pitch), while some associate it with a process (language learning). Obviously, success does not exist - it is rather subjectively defined.

Nevertheless, success in the operational environment is usually depicted as a measurable variable. This allows it to be compared - over time or with others - and gives the impression of being directly influenceable. This is why in most companies this variable is also found in the target structure: turnover, profit, EBIT, market share, NPS, users, downloads.

It is probably rather strange to measure whether and how quickly superiors develop their employees so that they can replace them. Or how easily employees can expand their competencies. Management rarely looks at the (necessary) successes behind the successes. That is why you should pay attention to them.

How helpful are employee surveys in this context? Often they hardly trigger serious concern or substantial changes. In most cases, they set off a spiral of justification that spits out a catalog of cosmetic measures that are prescribed unspecifically and across the board. But such deficit-oriented actions rarely promote the erotica behind the success. Rather, they prevent a sinking from the status quo.

Success rarely falls from the sky. They rather build on earlier successes.

Enable success behind success by realizing the creative potential of your employees. This creates a positive climate, knowledge is proactively exchanged and solutions are found together. These approaches will help you to do so:

Realize potentials

How do you know your strengths? When, where and how did they emerge? You will find answers in your biography: Which persons have you supported? How did they behave and how did they deal with you? In workshops with leaders, it is repeatedly shown that despite all the differences, most people respond in a similar way: “Person X believed in me”, “I was thrown in at the deep end, but I could always turn to person X”, “Person X had my back, even if something went wrong at times”.

Possible insights:

  • Your development has been taken seriously.
  • You were not spared, but supported.
  • They encouraged your commitment and were willing to accept mistakes.

In other words: create opportunities for employees and observe where they direct their attention, what comes of it and how it can be used. Because only realized potentials point to further, new potentials. You are thus starting an upward spiral. If you do not create opportunities for others, they will stop. You too.

Consolidate success

Unfortunately, leading companies rarely use the successes they have achieved for further steps. They often focus on the next tasks, set new goals and destroy learning effects. Take the time to talk to your employees about what you have achieved. Rely on the “process of insight”. It consolidates the new skills and strengthens the self-confidence to face new challenges. Before you go on, sit down with the teams and ask these two questions:

  1. What have we learned as a team? To what extent does this make us “better”?
  2. Why did we learn? What are important prerequisites?

By the way, the discussion that then follows not only promotes the necessary insights into how successes behind the successes are made possible. It also promotes the courage and the desire for new steps and goals.

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