Win³
Employee satisfaction and exceptional economic success for courageous leaders who want more than just the status quo.
Win³
Win3 is our signature coaching programme for companies that understand that sustainable economic success is inseparably linked to the clarity and effectiveness of their employees. We support leaders in significantly increasing both the satisfaction of their teams and their operating results at the same time.
Why Win³?
Strategy needs personality.
In times of increasing complexity and skills shortages, success is no longer determined by strategy alone, but by the quality of the people who put it into practice.
We start where traditional consulting ends.
With mindset, personal responsibility and lived collaboration. Win³ creates a protected space in which selected employees recognise their potential and dedicate their full strength to the company.
The approach in detail:
A unique foundation:
Leadership meets coaching.
Win³ is not an endless consulting project, but a highly focused development programme spanning around two months.
Target group
8 to 15 carefully selected employees (a representative cross-section).
Format
Intensive, individual one-to-one coaching.
Focus
Real effectiveness in day-to-day work instead of theoretical motivational training.
The core idea:
This group becomes the nucleus for a new quality of collaboration, responsibility and performance throughout the entire company. Thus it is the cornerstone of your company transformation journey.
A unique foundation:
Leadership meets coaching.
What sets us apart from traditional coaches? Each of us brings many years of leadership experience (including roles as CFO/COO), combined with professional coaching training. We understand your P&L just as well as the human dynamics within your team.
The approach in detail:
Win³ is not an endless consulting project, but a highly focused development programme spanning around two months.
Target group
8 to 15 carefully selected employees (a representative cross-section).
Format
Intensive, individual one-to-one coaching.
Focus
Real effectiveness in day-to-day work instead of theoretical motivational training.
The core idea:
This group becomes the nucleus for a new quality of collaboration, responsibility and performance throughout the entire company. Thus it is the cornerstone of your company transformation journey.
What can be achieved?
Measurable results instead of “feel-good concepts”.
Use cases from our past projects
In our stories, we show in detail how these results manifest themselves in real life:
High-performance team building – Creating a “power” team from very different personalities.
Global engine of success – Forging an international expert team (China, Brazil, USA, Germany) with cost responsibility of USD 1 billion.
Turnaround – Successfully replacing an employee in a business-critical role, including positive feedback from the individual one year later.
The goal is always a tangible and measurable return on investment – both economically and with people experience.
After working with us, companies report:
– A significant increase in personal responsibility among participants.
More efficient collaboration
– Breaking down silos across departments and hierarchy levels.
Operational excellence
– Greater clarity, decisiveness and focus in day-to-day business.
Measurable performance
– Sustainable improvement in operational key figures.
Martin Bartmann, founder of Ecstatic Business, was himself successful in international leadership positions.
His central question has always been: “How can employees become more effective while also being more satisfied?”
To answer this question professionally, he complemented his specialist expertise with training as a psychosocial counsellor.
Within our steadily growing Win³ team, five coaches are at your side, all bringing comparable depth of experience.
Who we are:
Expertise at eye level
Who we are:
Expertise at eye level
Behind Win³ is a growing team of experts led by Martin Bartmann.
Martin Bartmann, founder of Ecstatic Business, was himself successful in international leadership positions.
His central question has always been: “How can employees become more effective while also being more satisfied?”
To answer this question professionally, he complemented his specialist expertise with training as a psychosocial counsellor.
Within our steadily growing Win³ team, five coaches are at your side, all bringing comparable depth of experience.
Our promise to you:
We take responsibility for impact – not for polished concepts.
We activate passion, performance and purpose.
Your next step:
Win³ is a premium programme tailored individually to your company’s specific situation. The investment depends on the scope and number of participants.
Let us explore together whether Win³ is the right lever for your business.
Win³ FAQ
What specific impact does Win³ have on the individual employee?
The programme creates new clarity about the employee’s own role and increases their motivation to contribute effectively. Even the very first conversation often leads to surprising insights, because we ask questions that are rarely asked in a work context. By the third session, concrete new insights often emerge that the employee wants to put into practice. With the support of the leader, this creates positive momentum for the entire company.
Which companies is Win³ best suited to?
Win³ delivers its greatest impact in medium-sized companies (around 80–500 employees) where the management team or divisional leadership is ready to implement change. We see rapid results both in market-leading companies and in businesses facing crisis situations. What matters is not the status quo, but a strong willingness to improve — and we align that with you in the proposal stage.
How does Win³ measurably increase employee satisfaction and performance?
We connect soft factors with hard metrics. Through active listening and individually clarifying each participant’s role, personal satisfaction rises noticeably. Because this happens simultaneously across many employees, a snowball effect emerges. To measure the impact, we agree on specific indicators before the programme begins (for example revenue, EBITDA, service metrics or reduced staff turnover), which we then review 4–6 months after the programme.
How is effectiveness within the company increased if the programme consists only of one-to-one conversations?
Effectiveness arises from intrinsic motivation (“I do it because I want to”), not from external pressure. When several key individuals develop this mindset at the same time, it adds up to a cultural shift. The leader’s role is then to recognise this renewed energy and channel it effectively.
How does Win³ differ from traditional group or team coaching?
While team coaching often focuses on group dynamics, Win³ goes deeper into the individual. We work one-to-one on personal values, beliefs and work-related situations for which there is often no room in a group setting. The result is stronger individuals who then go on to form a better team.
How long does the programme last, and what level of commitment is required?
A typical programme runs for about 2,5 months.
- Phase 1 (2–3 weeks): Selection of participants, definition of objectives with the leader, and introduction of the programme.
- Phase 2 (6–8 weeks): Delivery of 6 one-to-one coaching sessions of 50 minutes each per participant (on a weekly basis).
- Commitment needed from each employee: Please allow around 6–7 hours in total (coaching sessions plus the introductory event).
How does Win³ work in practice?
The process is clearly structured and designed to minimise disruption to day-to-day operations. After the kick-off, the parallel one-to-one coaching sessions begin. Depending on availability, the sessions take place either online or in person. Once the coaching series has been completed, employees apply their new insights directly in their daily work. If required, we can then add options such as group coaching or organisational development.
Do the conversations take place online or on site?
We offer both formats as well as hybrid options. For kick-offs and critical appointments, we recommend in-person meetings on site. For the ongoing coaching sessions, remote delivery has proven effective. For face-to-face meetings, we look for suitable venues near the company, but we deliberately recommend locations outside the company premises in order to create some distance from day-to-day business.
How are the participants selected?
We look for informal influencers and high performers who are ready for change. Selection takes place jointly with the leader and HR. The aim is to create a representative cross-section of 10–15 employees who are willing to engage with both head and heart. Formal team affiliation is of secondary importance.
Is participation voluntary for employees?
Yes, absolutely. A genuine “yes” from the employee is essential for success. We recommend explaining the purpose transparently and inviting participation. Participation must neither be tied to an additional reward, nor should declining lead to any disadvantages.
Welche Rolle hat die Führungskraft im Prozess?
The leader is the enabler. Without their genuine commitment and trust in their employees, Win³ cannot work. Their role is to create space for employees to develop and to consider their ideas with openness and goodwill. We often recommend complementary leadership coaching to ensure that these new effects do not falter because of old structures.
When is Win³ not the right fit?
Win³ is not suitable if the leader is unwilling to embrace change himself, or if the programme is seen merely as a form of “employee entertainment” without any structural consequences. We also recommend an upfront review in cases of acute restructuring to assess whether the timing is right.
How is confidentiality ensured?
Confidentiality is our highest priority. No content from the one-to-one conversations is shared with the leader. However, we encourage coachees to communicate their insights independently. In larger engagements, the leader is often supported by a different coach than the team in order to keep role conflicts clearly separated.
What makes Win³ so special?
What makes it unique is the combination of business understanding and psychological depth. Our coaches have themselves held leadership roles (for example as CFOs or COOs) and know exactly what they are talking about. At the same time, we use well-founded methods (positive psychology and Dilts’ model of change) to activate passion, performance and purpose.
What happens if, as a result of the programme, an employee decides they want to leave?
This happens in around 1–2% of cases, and we see it as an opportunity for clarification. We support the coachee in finding a constructive solution — whether that means an internal move or an amicable separation. So far, such situations have always proven beneficial for both sides.
Does the coaching only have an impact on work?
Primarily yes, but because job satisfaction is inseparably linked to personal values, Win³ has a positive impact on life as a whole. Anyone who is clearer and more satisfied at work will also radiate that in their private life.
