A sparring partner for test and project managers.
Personal, modular 1:1 support for test and project managers. Focus areas: stakeholders and reporting, risk and problem solving, communication and facilitation, leadership and delegation, negotiation. Practice-driven with realistic project scenarios and weekly transfer.
Schedule a first call→Four reasons to have a sparring partner.
1:1 format for deeper conversation
Time for questions that don't fit into workshops or team settings. Confidential, focused, tailored to your situation.
Driven by practice
Current cases and concrete challenges from your daily work are the starting point. Real working situations rather than a textbook walk-through.
Focus on role capability
Methodology, mindset and decision behaviour, the three dimensions where leadership and subject responsibility in QA actually develop.
Flexible cadence and duration
Every two weeks to monthly, over three to twelve months. Adjustable to phases where more or less guidance makes sense.
Six fields we work in.
Test management methodology
Test strategy, test concept, test planning, risk analysis. Going deeper than the certification textbooks, oriented around your real projects.
Project management in the QA context
Planning, steering, dealing with disruption in test projects. How test managers and project managers work together at eye level.
Strategic thinking
From the single case to the bigger picture, preparing long-term decisions, weighing options, keeping the broader view in mind.
Stakeholder communication
Translating between business, development and management. Placing difficult messages, escalation, expectation management.
Team leadership
Subject leadership of test teams, conflict situations, motivation, delegation. Role clarity and stance as a leader in QA.
Career development
Where is your role heading? Which steps make sense, which capabilities are building up. Clarity for the next one to three years.
What participants can do after the module.
What we are often asked.
What is the difference between mentoring and coaching here?
The line is fluid. Mentoring brings in more subject experience and recommendations ("this is how I would tackle it"), coaching works more along your own way of finding solutions ("what speaks for which option?"). In practice the two blend depending on topic and phase.
What does a typical mentoring look like?
A first call to clarify situation, goals and chemistry. After that regular sessions with an open agenda — you bring topics, I moderate and offer perspectives. Between sessions we stay reachable for concrete questions.
Who is this suitable for?
For test and project managers, test leads, QA leads, especially in transitions: a new role, a new organisation, an expanded responsibility area, difficult conflict situations. Also for experienced profiles looking for a sparring partner at eye level.
How do I start?
Through the first call. In 45 minutes we clarify the starting situation, possible topics and mutual fit. If it works for both sides, we agree the rhythm. If not, you get open recommendations on where else you might find what you're looking for.
A conversation partner who knows your role.
Regular 1:1 sessions, confidential, close to practice. Starting with a first call without obligation.
Schedule a first call→