Fractional COO for Fintechs who want to increase their profits 🦅 Build strength aligned, high-performing teams and stop doing everything yourself.

Growth only matters if it lasts - and scales efficiently.

First one in, last one out of the office?

Still doing work that others should - or that no one really should?
Trading focus and family time for “just a few more hours”?

You’re not disorganized - you’re running a company that’s quietly running on you.

That’s the trap every great founder eventually falls into.
I know, because I did too.

Early in my career, I led a team the hard way — through sheer effort.
Then I started building structures that combined my background in computer science, leadership, and management.
The results: fewer hours, better output, and a team that wasn’t just performing — but thinking.

When I became a CEO, I scaled that approach into a full operating architecture:

🔹focused only on tasks that pushed the business forward,
🔹built trust-based, values-driven teams,
🔹replaced “busy work” with measurable momentum, and
🔹ran everything from hiring to tech and customer service on aligned principles.

We grew from 6 to 7 digits — sustainably, and without burnout.

Today, I work with CEOs and founders who want their freedom back - 
✨to build organizations that scale without dependency,
✨where growth stays real, people stay energized,
✨and leadership sustains - not drains.

 Leadership & Organizational Architect | ETH Alum 🦅
Let’s build a company that grows with you, not on you.

Myrto Z.

Most leaders don't recognise when noise replaces signal.

Why?

Because the shift happens gradually -
One extra meeting here, another urgent request there, until your entire day becomes reactive.

I see this pattern with every founder I work with:
The moment their company hits a certain scale, their role distorts.

They're no longer designing the business -
They're responding to it.

The requests feel legitimate. The questions seem important.

The decisions appear urgent.

But here's what's actually happening: your organisational architecture has outgrown your leadership structure.

When systems lack clarity, everything becomes your problem to solve.

When accountability flows upward instead of outward, every decision lands on your desk.

When execution rhythm breaks down, urgency replaces priority.

The work isn't the issue -
It's that you've become the bottleneck in your own system.

Strong leaders don't need more hours in the day.

They need interference removed so the right decisions become self-evident again.

The signal was always there -
It's just been buried under structural noise.

For CEOs who want their freedom back 🦅 | Designing leadership and organizational architecture that keeps growth real, people energized, and results compounding - sustainably | ETH Alum

Dr. Helena Pleinert

Pleinert & Partner

Pleinert & Partner is a Swiss consultancy operating globally, helping clients compete in the market through  innovative people management. www.pleinertpartner.com

Managing Partner & CEO

United International Business Schools

UIBS and Pleinert & Partner cultivate a successful academia-business cooperation since many years; I and several others from my team team deliver courses at UIBS and also take part in research activities (mentoring theses), mainly at the MBA and PhD levels. I am also a Member of the Academic Council of UIBS.

Lecturer, Member of the Academic Council

My team and I accelerate high performance teams.

Good people management is tthe most powerful lever for performance - we help our clients find their own custom, strategic model.

We do so either as advisors, hands on in projects or as senior fractional resources. And with passion for people management!

www.pleinertpartner.com

Managing Partner

Pleinert & Partner is a Swiss consultancy operating globally, helping clients compete in the market through best practice and innovative people management. The quality of people management is the most powerful lever for increasing revenues, profits and supporting factors such as reputation.

What are the most important competencies for leadership and collaboration in distributed, hybrid teams?

Answering this question was at the core of our Innosuisse innovation project that we conducted in 2023-24 with with a team led by Prof. Stolz at the Lucerne University of Applied Sciences and an industry consortium consisting of Franke AG, Knauf AG and Helvetas.

The multidisciplinary team of researchers created a model of 8 competencies, based on a thorough review of the existing body of knowledge and on empirical research:

🧠 Mindset Competencies
👉 Self- & Role Awareness: Understanding your leadership role in distributed settings and respecting team members’ preferences and boundaries.
👉 Media Awareness: Knowing the collaboration technology landscape and the strengths and weaknesses of various tools.
👉 Metalocal Mindset: Considering social presence to be independent of physical presence.
👉 Distributed Transparency: being aware of how information has to be available to everyone in the team, regardless of location.

🚀 Action Competencies
👉 Managing Culture Applying intercultural competencies and building a cohesive, inclusive team culture.
👉 Managing Technology: Using technology effectively to support communication, collaboration, and team equity in distributed contexts.
👉 Building Trust in Distributed Contexts: Creating psychological safety and fostering trust through intentional actions and inclusion.
👉 Empowering People in Distributed Contexts: Enabling team members to contribute fully no matter where they work.

Those competencies are the basis of every tool in our HyFit Leadership Booster Program. DM me if curious!

Providing rocket fuel for ambitious teams: scaleable entrepreneurial culture & hybrid and remote global reach

If you are looking for a present for a business partner, why not something different and thought proviking? 

Here is the description of our metabook 'The Metalocal Mindset' on Amazon:

'The Metalocal Mindset offers a visionary approach to leadership and collective performance. Developed from research by Pleinert & Partner, a Swiss consultancy, together with HSLU, the Lucerne University of Applied Sciences and Arts, this metabook introduces a powerful new paradigm for the hybrid, global, and dynamic reality organizations now face.

A collaborative work bringing together authors from business and academia, The Metalocal Mindset blends theory and storytelling in an innovative, multimedia format that combines text, podcasts, graphic-novel-style illustrations, and interactive video. It is also a living digital document with new content and perspectives continuously being added over time (purchasing the metabook ensures access to all future versions.)

Version 1.0 includes contributions that define the metalocal mindset, offer a transdisciplinary perspective on it, explore the concept of the metalocal classroom, discuss the metalocal mindset and future skills, examine the intersections between the metalocal mindset, diversity, and technology and conclude with a poetic reflection capturing its spirit.

On the story telling side, there is a graphic novel style depiction of an important day in the life of a globally distributed team that is pitching for an extraordinarily important mandate. That story is loosely connected with another story about a student in Nairobi who is working in a fractional role at a NGO and at the same time pursuing studies in a metalocal setting. The characters from the first story are also shown in an interactive video.

The metalocal mindset focusses on what's essential: not physical proximity without meaningful interaction, but meaningful interaction seen as important independently of whether it happens in physical proximity or not. This opens up expanded local and global opportunities for collaboration, community and inclusion.

For business it is a key factor helping businesses overcome the friction caused by teams being distributed, and allows organizations to fully leverage the advantages of hybrid and remote models. A metalocal mindset eliminates proximity bias and unlocks spontaneity in professional and social communication across locations, leading to improved problem solving, innovation capabilities, resilience and team cohesion.

This metabook is intended for executives, entrepreneurs, and professionals, as well as for anyone curious about how collaboration, community, and leadership are evolving in a boundaryless world.'

And here is the list of authors: Ingo Stolz, Oliver T. Gilbert, Jillaine Farrar (Schmidhauser), Moana Monnier, Sebastian Otte, Rea Haldemann, Henrietta Carbonel, Myrto Z., Christina Pleinert and myself.

Link to 'The Metalocal Mindset' on Amazon in the comments!

Providing rocket fuel for ambitious teams: evidence based models and methods to unleash the full potential of organizations

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