ForChiefs Alliance e.V.

ForChiefs is an Alliance of transformation specialists who believe it’s the people who create great companies, great cultures, and great results. We work hand in hand with front-runners – or ‘Chiefs’ – to empower and support ambitious change using our first-hand experience from working in global organizations. We invest time to understand their needs, design a customized journey, make them fall in love with their potential, and create experiences that connect minds and hearts.

Founding Member

Shift Collective

With ForChiefs we co-founded Shift Collective, a group of innovative agencies and consultancies in Germany, that stands for a new economy. We have joined forces to provide even better support for organisations, with the capacity of over 100 people and the agility of 10 founder-managed companies.

We are all united not only by our mission to change the economy in a sustainable way, but also to be a role model for this new economy: With the Shift Collective we turn 10 competitors into one strong partner.

Startup Institute

- Responsible for the European Startup Institute activities, based in Berlin. 
- Managed the team and developed courses that help people accelerate their career by building their professional and personal skills and increasing their network within the startup community.

Director 

Delivery Hero

- Responsible for HR, Talent Management, Internal & External Communication, Office Management, Brand Development and Project Management.
- Developed organisational health, professionalised people and projects and fostered culture, to strengthen the organisation of Delivery Hero whilst going through fast growth.

Chief Development Officer (CDO)

- Responsible for the global marketing ambitions of Delivery Hero, leading a multicultural team of 80 ambitious and talented marketers.
- Created the winning consumer-oriented service for food delivery with the motto 'The easiest way to your favourite food'.

Chief Marketing Officer (CMO)

- Led a department of 35 marketers, responsible for the performance of KPN in the consumer market, with a 2.2 million customer base and a €650 million P&L. 
- Created a future-proof business model, improvinge NPS and growing the customer base.

Director KPN Mobile

- Led a department of 30 marketers, responsible for the performance of KPN in the residential market, with a 1.8 million customer base and a €800 million P&L. 
- Took the commercial lead of a +100€ million project for nationwide introduction and roll out of network upgrades.

Director KPN Residential

- Led a team of five marketers, responsible for launching, developing and growing KPN TV.
- Designed the TV strategy and TV portfolio, which turned the traditional telecom operator KPN into a TV brand and a media company.

Director Interactive TV

E-Plus Mobilfunk

- Led a team for introducing and expanding a nationwide network of 300 franchise brand stores.

Manager E-Plus Partnershops

KPN Mobile

- Created the first mobile internet portfolio ‘i-Mode’.
- Led the market introductions and mass communication campaigns.

Senior Marketer Consumer Market and Soho Market

Ben (predecessor of T-Mobile)

- Legal Advisory in the field of customer care and complaints management.

Legal Counsel

I inspire people, teams and organizations with growing pains to ignite meaningful work.

I am an off-the-chart ENFP, a challenger, an activator and an optimist.  I use my left- and right brain hemispheres simultaneously, always exploring routes to the full potential of my clients. I don’t just work for companies, I work for people. I prefer to work with frontrunners, who are the multipliers in organizations, also known as ‘Chiefs'.  I love crafting highly ambitious plans, supporting brave transformations and creating future-proof cultures with them. I build long-term relationships and follow my clients on their path of transformation. 

My approach is an intense cocktail of learning, experiencing, debating, deepening, speeding up, laughing and translating all into daily life. People leave my sessions energized and determined to start. 

I travel around Europe to work with a high variety of clients and always return to my favorite city Berlin, where I live with my wife and kids.

If you need a sidekick to help you drive your transformation or need a coach to support your team, please reach out to me at hugo@forchiefs.com

Hugo Suidman

As we are currently experiencing: traditional ways of working needs to change. Trust and technology empowers anyone for remote work or work in virtual teams. For a lot of companies this comes with a massive change request in leadership, processes and communication flows eg meeting rituals.

With 13+ years’ experience in the HR space and 7+ years' in a leadership role within digital companies, there are very few topics that I havent't covered at some point or another. Restructuring, Change Management, Digital transformation, Leadership Development and Crises Management to mention a few.

Specialties: Digital transformation, Virtual teams, HR Tools & Software, Change Management, Leadership, Project Management, Set up HR departments, HR Consulting, Process (re-)engineering, Coaching & Development, Strategic Sourcing, Talent Development, HRM, Workforce Planning

Vera Termühlen-Enger

Monday is Funday!

I used to feel that Mondays are a nightmare.

Calendar jammed with back-to-back meetings.
A bursting inbox by 9am—does everyone schedule emails to drop at once?
Trying to catch up on leftover tasks from last week (or last month, if we're being honest).

My Monday was set up for failure and frustration.

Then I made a big change: I went self-employed. And one day I just decided: why not make Monday a Funday?

Instead of running from meeting to meeting, I gave myself permission to treat Monday like a Sunday.

Now, my Mondays are for the things that actually make me feel happy.
Sports. Sauna. Visiting my gran. Cheering my son on at the Ninja Hall.
If I do work, it's because I genuinely want to.

Not everyone can overhaul their calendar in one swoop. I get that. 
However, I think everyone can turn their schedules into more fun. 

Small tweaks, big difference.

I'm curious: How do you bring a bit of fun into your week?

li_at

JSESSIONID

Founder & CEO @ Leadfully / Executive Coach & Consultant / CHO - Chief Happiness Officer / Follow me for playbooks on how to lead with joy into the next century.

Team happiness is built, not found. 

A few years ago, I joined a company with all the flashy headlines:
Fresh funding, big plans, people moving fast.
I thought I had found the happiest place to work.

But the energy? Low.
Smiles were thin.

It quickly became clear that team happiness isn’t something you stumble upon.
You have to build it.

Here are my top 5 signs when a team isn't happy:

1. Leaders aren’t happy themselves
If you’re feeling drained or disconnected, your team will sense it. You can’t fake happiness as a leader. If you aren’t in a good place, it’s tough to lift anyone else.

2. Silence in meetings
You ask a question and are met with silence? Feedback is minimal, ideas are scarce, and people say yes just to move on. Real engagement fades when people stop caring.

3. Quiet exits of your best people
You notice top talent handing in their notice, or drifting towards disengagement. People who usually drive energy are suddenly checked out.

4. Cynicism creeps in
Small jokes about the company, eye rolls at new initiatives, or a general “that won’t work” attitude. It’s rarely loud, but you feel it all the same.

5. No one celebrates wins
When something good happens and the room is flat, that’s a clear warning sign. If every achievement is met with a shrug, people are already halfway out the door.

If you’re recognising any of these, you’re not alone.

Ask yourself: When was the last time you felt genuinely joyful at work?
What’s one small thing you could try this week to shake things up for your team?
Think about something really easy.

If you want ideas that actually work and don’t sound like a generic list from Google, get in touch.

Happy Mondäy.

Thanks to Yvonne Seim and ForChiefs Alliance | Leadership Sidekicks for always believing in me. 

Hello leadfully! Exciting times ahead.

Co-Founder & CEO of Leadfully. Coach & Facilitator for strong leaders and teams 🚀 Follow me for inspirations on how to lead in an AI dominated world 🙌

ForChiefs Alliance | Leadership Sidekicks

leadfully

3 of my “too crazy” ideas became million

𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗱𝗼𝗻’𝘁 𝗻𝗲𝗲𝗱 𝗺𝗼𝗿𝗲 𝘀𝗸𝗶𝗹𝗹𝘀. 𝗧𝗵𝗲𝘆 𝗻𝗲𝗲𝗱 𝗺𝗼𝗿𝗲 𝘀𝗽𝗮𝗰𝗲.

The leaders I work with aren’t lacking competence.

They’re lacking space -
to think,
to breathe,
to reconnect with themselves and their teams.

I’ve experienced this myself when I led leadership retreats every month.
When I first meet with top teams, they often want quick wins: to cover everything, stay busy, stay on schedule.

Few are willing to give themselves the gift of time - 3 days, even 4 or more - away from the daily business.

I always choose locations close to nature deliberately. 
I intentionally build in reflection, connection, and space to really think things through.
Honest conversations happen naturally when leaders don't feel rushed.

The surprising part?
Most say those build-in blocks - the moments they didn’t ask for, sometimes even feared - turn out to be the most valuable.

Because in leadership, sometimes what you think you need isn’t what you really need.

It’s space.
Presence.
Time to think.

🎄 𝗦𝘁𝗿𝗲𝘀𝘀𝗲𝗱 𝗟𝗲𝗮𝗱𝗲𝗿𝘀: 𝟯 𝗤𝘂𝗶𝗰𝗸 𝗦𝗲𝗹𝗳-𝗖𝗵𝗲𝗰𝗸𝘀 𝘁𝗼 𝗦𝗽𝗼𝘁 𝗕𝘂𝗿𝗻𝗼𝘂𝘁 𝗕𝗲𝗳𝗼𝗿𝗲 𝗦𝗮𝗻𝘁𝗮 𝗗𝗼𝗲𝘀 🎅

If you're feeling a bit overwhelmed right now, congratulations - you’re part of the pre-Christmas business stress.

It’s that time of year when:
- your inbox grows faster than Santa’s sleigh,
- end-of-year deadlines appear out of nowhere,
- and meetings are both strategic and festive.

If you’re like I used to be - running on pressure, perfection, and wanting to do it all - this season was my personal Olympics of overfunctioning.

But I suffered and realised that’s an outdated way to lead - at least for me. 

Now I lead from a place of connection and human sustainability.

Burnout doesn’t sneak up with a dramatic crash - it starts with tiny signals we often ignore.

Here are 3 quick checks to catch yourself before Santa has to put “rest” on your wish list -->

🎄 𝗦𝘁𝗿𝗲𝘀𝘀𝗲𝗱 𝗟𝗲𝗮𝗱𝗲𝗿𝘀: 𝟯 𝗤𝘂𝗶𝗰𝗸 𝗦𝗲𝗹𝗳

If half your team stopped caring, would you just ignore it?

Most people would say, of course not, that’s madness.

Yet, I’ve watched smart companies do exactly that.
A 50% drop in engagement over four years.
Survey sent.
Feedback collected.
And then... nothing.

No honest talk.
No clear action.
Sometimes, not even a word about the results, just a quiet sweep under the rug and a hope no one notices.
But people always notice.

Let me spell it out, because I’ve been right in the middle of it - over 50 employee survey projects, across 15 different companies, and the pattern is often the same:
- Leadership says they want to “listen”
- Employees share what’s really going on
- Leadership realises it’s messy and uncomfortable
- The uncomfortable truth is shelved
- Trust slowly fades away

The usual excuses?
- “It's Black Friday, busy season, we'll sort it later."
- “We can’t afford to rock the boat right now”
- “Let’s wait for something positive before sharing the data”

This has to stop!

If you ask for feedback, then ghost your people when the answers sting, you’re not just missing an opportunity - you’re burning trust faster than you can rebuild it.

But it doesn't have to be this way. 

When you are willing to take responsibility for the results, employee surveys can be powerful. 

You don’t need a massive budget or a five-year transformation plan.
You just need to do something that shows you’re actually listening.

Pick one real thing, and follow through.
You could:
- Change how you run meetings: make space for real talk, not just the usual updates.
- Fix a broken process that everyone complains about.
- Read a tough comment out loud in a meeting and thank the person who wrote it.

Don’t pretend things are fine when they’re not.
Say what’s true.
Fix one thing at a time.
Then do it again.

Engagement will rise, because trust is built in these moments.

So, next time you see tough feedback, don’t shy away.
Ask yourself: What’s one thing I can do today to show my team we’re in this together?

Because trust isn’t built by surveys - it’s built by what you do next.

Partner in Crime (Coach/ Consultant/ Facilitator) 🚀 | CHO - Chief Happiness Officer, Follow me for playbooks on how to lead with joy into the next century

taplio

The Battle

Hugo Suidman

Vera Termühlen-Enger

Followers

Posts

Engagements

Likes

Performance ScoreVera Termühlen-Enger's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Hugo Suidman

Vera Termühlen-Enger

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Vera Termühlen-Enger's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreVera Termühlen-Enger's LinkedIn Performance