"Throughout my experience working with Madi, I have found her to be an exceptional professional with a remarkable set of skills and qualities that have greatly contributed to my personal and professional growth. Her ability to ask the right questions and actively listen has been instrumental in uncovering valuable insights and perspectives for my personal development. Madi's skillful communication, conveyed with empathy, respect, and clarity, has fostered a strong coach-client relationship. Her expertise and support have been invaluable in helping me become a better leader and drive success in my role. Madi's effectiveness as a team coach is outstanding, as evidenced by the significant improvements in team dynamics and performance I have witnessed. She excels at facilitating meaningful dialogue and encouraging open communication, which has created a cohesive and high-performing team. I wholeheartedly recommend Madi as a coach due to her sharpness, thoughtfulness, and positivity, coupled with her exceptional listening and communication skills. Her guidance has had a profound impact on my personal and professional growth, and I am confident that she will continue to positively influence the lives of those she works with. C-Level Executive Banking Industry"

"I had the pleasure of collaborating with Madi in a coaching process for almost 1 year. I believe that she was the right person to help me integrate into a new management position, very challenging and with many implications for my career. I felt that I had with me a man who understands, listens, challenges and most importantly develops those he works with. I admit that I viewed our sessions more as meetings between friends, very relaxing and with great openness. I recommend collaborating with Madi from both a professional and human perspective. Congratulations Madi for all the projects you are involved in.We continue with group coaching sessions once every 6 to 8 months and we discuss the relationships and the progress they are making together as a team. National Sales Director Banking Industry "

"The vast majority of management teams have some degree of dysfunctionality. Sometime these are very softly insinuating and they do not become visible if a strong conflict is not a rising, or the business does not report bad results. People are getting used to it, and they use their flexibility to accept things that they don’t like behaviors that are not having a good impact just to avoid shaking the boat. But the boat shakes by itself and valuable managers are leaving the team looking for a less stressful and tensionate environment. I describe here the atmosphere of one of the top management team I was working with, more than one year. At that time, it was an open conflict between the production manager and the maintenance manager, pretty classical for a manufacturing facility. And the maintenance manager says he will leave the team. The teams lead by the two started to act similarly, sometime. The conflict was not open all the time but it was obvious at the second level of the organization. A lot of interruptions in the production. During my first visit to the plant from the other room, I was able to hear people shouting. We started the team coaching process and we worked together over one year, I had individual sessions with each of the team members, and in the team sessions, we brought the most burning topics. That was only one condition: to maintain a safe place, and speak only the truth no matter what. Of course, each of them had his own truth, and putting together personal perspectives, reframing situations and direct negotiation of the resources for a common goal have taken place. Defining, a common goal was the key element that brought the entire team into a ”safe port” and to continue to experience this place whenever the storm came in the way, they were working together."

"Over 100 teams guided towards purpose, alignment of objectives, healthy relationships and shared performance. Working with the executive team leader is part of the rule. For CLARITY, CHOICE, CHANGE. To be an Executive Board member in a multinational company is a rewarding place for professional success, and leaders are working many years in a row for this. It is also a very important responsibility and sometimes there is a high pressure on the shoulders of the person that coordinates the work of thousands of people or activities of hundreds of millions of euros. May be very nice from outside, but these people are not superheroes. They have a lot of concern to create a strong impact to be influencing, and to obtain resources for the projects and their organizations. Sometimes a overloaded they travel a lot, and they are overcharged. The fact they followed a very intense journey, and this step may represent the top of their career requires even more a clear vision around the future and around the way they want to offer a legacy to the business they run. What is the role of an executive coach? The way he challenged the person I’m talking about was around the vision around the legacy when he’s finishing his mandate as a CEO. The introspection around impact, personal values, vision around the future and relationships, the answer to the question: ”who do you want to be?”…” I closed the coaching process with inspiration and the peace the time on my way, a good way” . said the leader I am talking about. Was he managing a turnaround in his business? Was he generating growth results? Yes, but this are collateral. The greatest satisfaction has been brought by the dynamic conversations with a lot of sense of humor, pushed to the positive limit of finding inspiration to be a good man and a good leader."

"Large organizations have always the challenge to work in a matrix. The structures are complex with a lot of dotted reporting, and sometimes conflicting objectives, they need to manage the relationships with two bosses, one of them being at a distance most of the time. In executive coaching, supporting the leader to understand, and the depth his interaction style it’s a topic brought by many managers. IC is one of them, local Marketing manager to a division that covers the whole country and has the big concern on how to manage a large network of distributors, cover all the marketing activities and align to the regional objectives together with contributing with results from Romania, if any other country in the region needs it. He’s in a continuous race with a lot of effort and less time for reflection he feels the challenges of working with a directive boss sometime with ambiguous requests, but every time asking in the very last minute for something. We work together few months in order to make progress and feeling ready to negotiate an influence the relationship with his boss that he cherish, buti t makes him feel enough continuous roller coaster. Starting was defining, a personal version of his role designing the most important and valuable aspect for him in the changes he needs to make in the way he looks to this relationship. It seems to be difficult.IC makes progress and our coaching conversations are going many times in revisiting his own personal value, sad his principles of working with his team and his boss."