Most conferences inspire. Nex Day delivers.
In one day, you’ll redesign your leadership system across 5 critical pillars. You’ll draft 9 tools that fix bottlenecks, misalignment, and overload — and leave with a 90-day playbook to make it stick inside your organization.
You’ll map who decides what and set simple rules to prevent you from being the bottleneck.
You’ll install accountability frameworks that make teams take responsibility instead of passing it up.
You’ll translate culture and values into daily behaviors and simple team rituals.
You’ll align purpose, strategy, and execution so teams work on what matters.
You’ll free executive capacity by clarifying what only leaders should do and distribute the rest sustainably.
You’ll leave with a 90-day plan to make all of this stick.
Different industries, same physics:
• Bosch Power Tools — 18 700 staff, €5.1 bn rev — cut product lead-times from quarters to months and lifted motivation scores +17 points.
• BMW — part of 159 000-person group, € 142.4 bn rev — cut engineering hand-offs 80% and lifted auto EBIT margins 6.3%, and reduced system-integration cycles to under 24 hours.
• Haier/GE — 122 700 staff, €36 bn rev — scaled redesigned leadership model, driving +12.9% profit growth.
• LEGO — 31 282 staff, €10 bn rev — grew +13% in a shrinking market by redesigning leadership behaviors.
• Roche — 103,600 staff, €58.7 bn rev — transformed global Pharma with agile, cross-functional teams: sales grew +25% (2016–2022), new launches now account for >50% of Pharma revenue, and collaboration scores surged.
• ABN AMRO — 22 000 staff, € 8.88 bn rev — 600+ agile squads and quarterly psychological-safety pulses pushed engagement to 83%, NPS to +54 while holding ROE near 10%.
When leadership is redesigned as a system, performance improves. Nex Day gives you that system in a format you can apply immediately.
Nex Day isn’t about polishing your leadership style — it’s about upgrading the leadership system in your organization. You’ll redesign how decisions, ownership, culture, alignment, and leadership load actually work across your org. That’s a level most leaders haven’t made explicit.
Hard ROI. The impact is measurable. For a 100-person company with ~€25M in revenue, estimates show:
• Faster decisions: 25% fewer delays → ~€120k potential gain.
• Accountable mid-layers: 30% productivity lift → ~€55k.
• Visible culture: +5% engagement → ~€50k retention costs saved.
• Aligned priorities: Eliminating 10% wasted effort → ~€100k in resources.
• Executives free to lead: Reducing overload unlocks ~€75k worth of leadership capacity.
Together, that’s ≈ €400k in annual ROI when the frameworks are applied.
Nex Day is not an inspiration party or about listening to ideas. It's a working lab. Every session follows pain → solution → output. You don’t leave with inspiration slides — you leave with frameworks drafted for your organizations and a 90-day rollout plan.
Nex Day is not a day off, it’s a day leveraged. One day redesigning leadership systems saves 5–10 hours per week by cutting bottlenecks, escalations, and misaligned meetings. That’s hundreds of hours back in the next quarter.
It’s not more work — it’s replacing efficiency — a smarter way to do the work you’re already doing. The playbook replaces inefficiency: clear rules instead of endless approvals, focused priorities instead of steering committees.
That’s why every participant leaves with a structured 90-day plan with light milestones. It keeps change alive without heavy process — and it’s been proven in global organizations like BMW, Bosch, LEGO, Haier/GE, ROCHE.
Yes. The frameworks are proven in BMW, Bosch, LEGO, Haier/GE, ROCHE, and other complex, regulated, high-pressure, and innovation-driven environments environments where time is always scarce.
You’ll still gain immediate ROI — every framework you draft can be applied with your team the next day. But if you bring your leadership team, you install a shared operating model in one move.
Nex Day is designed for executives, founders, and senior leaders. That’s who will be in the room. And if your HR lead or a team head joins, they’ll learn the same system — accelerating adoption when you’re back in the office.
