The five steps in five sentences

1. 01Observe
   You start seeing yourself from the outside, and a vague unease turns into a picture you can actually analyze. It's emotional intelligence put into practice: recognizing your own reaction, and other people's, in time to choose what to do.

   The mapping step. The mentor looks at your context: your environment, your career stage, your behavior patterns, and what the organization actually values. Before any advice, the picture has to be clear.

   In practice

   Together, we map your environment: who decides, who has influence, where the risks are, and where you have room to maneuver.

2. 02Probe
   You pin down the right problem, and a hard decision gets simpler once the question is framed well.

   Questions that frame the problem before any answer. None of them is meant to test you. They separate what matters from the noise and get to the root of the real problem.

   In practice

   Faced with an offer to lead a team or move to another area, the questions separate discomfort with where you are from real interest in the new role: those are different problems, with different decisions.

3. 03Exemplify
   You gain options for action you didn't have before, without becoming a copy of anyone.

   The mentor passes on executive experience right when it makes a difference: real situations, proven practices, and models of action that apply to your case, not off-the-shelf theory.

   In practice

   Before a difficult conversation, with a peer, with senior leadership, or with someone on your team, we rehearse: structure, wording, likely reactions, and what to do if it goes off script.

4. 04Realign
   You leave the session with an actionable plan and a rationale you can defend.

   Insight and experience turn into coordinated action. Decisions made, priorities in order, and your next move on the board defined.

   In practice

   A plan for the next 90 days: what to prioritize, what to turn down, which conversations to have, and in what order.

5. 05Anchor
   You keep what you built after the cycle ends. Not needing the mentor isn't a side effect: it's the stated goal.

   Progress turns into practice. What worked becomes habit. What didn't, we adjust without drama. It's the anchor that keeps the whole cycle from evaporating.

   In practice

   In the cycle review, we compare your observable behavior today with where you started: what changed, what holds up without the mentor, and what still needs work.

See the full method, with the images and examples