ADVISORY
WHERE THIS STARTS
You or your team are facing one of these challenges:
A New Level
You are taking on greater responsibility, or leading across the organisation for the first time. What carried you here professionally no longer carries you on its own at this level.
Strategic Shift
The strategy is set. What's missing is the narrative around it and the trust of your stakeholders. What has worked so far doesn't cover what is needed now.
Team Realignment
After a reorganisation, the leadership team has to find itself and deliver real systemic value. A new mandate or a new person on the team changes the dynamics fundamentally. Strong individuals are not yet a coherent leadership system that produces collective impact.
Impact Gap
Your expertise is beyond question. But your personal leadership impact hasn’t yet caught up with the role you now hold.
If you catch yourself thinking one of these sentences, you're in the right place here:
«I know where I'm going. But my behaviour and leadership impact haven't caught up with the role I now hold.»
«I'm moving into a bigger role. How do I position myself with impact without becoming someone I'm not?»
«We have strong individuals. But we still operate individually, not as a collective.»
«Past success got us here. It won't automatically get us to what comes next.»
IMPACT ON THREE LEVELS
My work operates on three levels, often on all three at once.
THE PERSON
Executive Positioning & Leadership Narrative
For leaders taking on a new role, growing into greater responsibility, or preparing for the next chapter of their career. They should understand who they are now and what they stand for. And how that becomes visible: in decisions, in communication, in behaviour.
Part of that is recognising the gap. Between the leader you are today and the one this situation requires you to be
This is not self-promotion. It is leadership positioning as a strategic instrument.
LEAD THE NARRATIVE.
BEFORE IT LEADS YOU.
THE TEAM
Top Team Alignment &
Systemic Team Coaching
For leadership teams where strong individuals need to form a clearer, more coherent and more trustworthy leadership system.
The focus is on shared direction, collective impact and the value the team creates beyond individual excellence.
FROM INDIVIDUAL EXCELLENCE TO COLLECTIVE IMPACT.
THE SYSTEM
Strategic Advisory &
Stakeholder Dynamics
For complex situations where strategy, communication, and influence cannot be addressed in isolation.
Here I work as a critical sparring partner with an independent outside perspective: close enough to the system to see what is really going on, and far enough outside it to say so.
SEE THE SYSTEM
BEFORE IT MOVES YOU.
Influence is not built through visibility.
It is built through clarity, coherence and trust.
HOW I WORK
Identity-first and strategy-led.
Not PR. Not performance. Not visibility for its own sake.
Every mandate is individual, but clearly led and directed at real leadership moments, stakeholder dynamics and visible impact.
The work begins with one-to-one conversations. In team mandates too, I speak with each member of the leadership team individually, engage with relevant stakeholders outside the team and observe real leadership meetings.
Only then does a picture emerge that holds.
Mandates are designed for the medium to long term, typically six months to over a year.
I do not work with standard programmes or ready-made answers.
What I bring: precise perception, intuition, connected thinking, and the ability to make visible what is already actvie in the system but not yet clearly named. And real challenge where it matters.
Systemic thinking · Narrative depth · Independent sparring
In German or English · completely confidential · operating internationally
THE PROCESS
The work follows a clear logic: understanding, sharpening, translating into leadership practice and anchoring in day-to-day reality.
01
Inquiry
At the beginning are confidential one-to-one conversations, a context analysis and, depending on the mandate, the observation of real leadership situations.
This produces a picture of how you or your team are read, where intention and impact diverge, and which patterns reinforce these dynamics.
YOU RECEIVE
A written inquiry report, differentiated and concrete, with the dynamics that currently strengthen or limit your leadership impact.
02
Sharpening
Here, two perspectives collide: what defines you or your team at the core, including stance, formative experiences, strengths and recurring patterns, and what the new context now requires.
For individual leaders, the focus is on which leadership identity the new role requires and how this can remain aligned with who you are. For teams, the focus is on sharpening shared role understanding, decision logic and collective leadership impact, including the dynamics, tensions, and patterns that shape the leadership system.
YOU RECEIVE
A sharpened positioning and a narrative that emerges from the core of your leadership or your team and carries internally and externally.
03
Translation
Clarity only becomes effective when it shows up in daily leadership practice: in behaviour, communication, decisions and the way stakeholders are engaged.
In this phase, it becomes tangible how you lead in relevant situations, which signals you send and how you shape trust, direction and influence more deliberately.
YOU RECEIVE
Concrete orientation for the leadership moments in which impact is created, as well as a sharpened map of your relevant stakeholders.
04
Activation and Anchoring
The new clarity is tested, adjusted and anchored in real leadership practice. Supported by sparring, reflection, and targeted observation.
You see what has changed compared with the starting point: where impact has become stronger, where trust has grown, and what still requires attention. Feedback from your environment helps to contextualise this change. Short complementary pulse checks can make the development visible over time.
YOU GAIN
More confidence and effectiveness in real leadership practice. Not as a concept, but as a noticeable shift in decisions, communication and collaboration.
THE MANDATE FRAMEWORK
The work begins with a confidential initial conversation .
30 minutes, free of charge and without obligation.
It serves to understand your situation, clarify the possible focus and assess whether my way of working fits what you want to move forward.
Many mandates begin with an inquiry. It creates a sound foundation for the work ahead: for individual leaders as well as for leadership teams or leadership systems. Scope and depth depend on the situation, the people involved and the complexity of the context.
What follows is not predefined in a standardised way. The further fram emerges from what has become visible: as focused support, as a longer-term mandate or as a targeted deepening around a specific leadership, team or stakeholder question.
Mandates are usually designed for the medium to long term, typically six months to over a year. The specific scope, intensity, and investment are defined individually and confirmed in writing.
I work with a small number of mandates at a time, a maximum of four in parallel. This creates the space the work requires: confidentiality, depth, precision and true presence of thought.
WHEN I'M NOT THE RIGHT PARTNER
EMBRACITY is probably not the right fit if what you're looking for is:
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a short-term skills training
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classic PR or personal branding
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communication cosmetics
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a standardised leadership programme
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quick visibility without substantial leadership work
It is the right fit when leadership, narrative and impact need to be realigned in substance.
WHAT THE WORK CHANGES
Faster effectiveness
A shorter runway to real influence in a new role or after a transition.
Clarity and coherence
Intention, presence and decisions line up. That builds trust both internally and externally.
Confidence
A reliable external space to think through decisions that shape your own reputation and your organisation's.
"I find myself in a different place today: more grounded, more self-aware, and with a renewed sense of direction and purpose as a leader."
Prof. Dr. Sascha Patrick Quanz, ETH Zurich
"Working with Annina created a great deal of clarity. About our identity, our direction, and how we want to work together as a team."
Ives Schmidhauser, CEO SAWA Pumpentechnik AG