The SOLAR System is a strategy execution framework developed by Cansel Sörgens. It stands for Strategy, Organisation, Leadership, Action, and Rhythm — five interconnected dimensions that help organisations move from strategic planning to measurable results. Unlike frameworks such as SAFe, which require new roles, extensive training programmes, and significant restructuring before any results are visible, the SOLAR System works with your existing structures and teams. No new job titles. No big-bang rollout. The first results are typically visible within 90 days.

The work is designed for leaders in small and mid-sized organisations, typically companies between 100 and 1.500 employees, who struggle to translate the vision and strategy into consistent, measurable execution. This includes CEOs, C-level leaders, VPs, and Directors. Past clients include Roche Diagnostics, RTL+, Vestel, and Jobrad.

The first tangible results are typically visible within 90 to 120 days from the start of the Execution stage. This is by design: rather than a big-bang transformation that takes 12-18 months before anything changes, the SOLAR System runs in 90-day execution cycles with up to three teams. Each cycle produces measurable outcomes, builds internal capability, and generates insights for the next cycle. Organisations that have applied the full system consistently have seen 3× faster execution and 2× growth in the number of strategic initiatives they successfully deliver.

No. This is one of the most important differences of the SOLAR System. No restructuring is required. No new roles or job titles are created. The system works with the people, teams, and structures you already have, redirecting existing capacity toward what matters most rather than adding new layers of process. This is what makes it possible to see results within 90 days rather than waiting for a reorganisation to settle.

Yes and that is the explicit goal. The SOLAR System is designed to build internal capability from the start, not dependency on external support. The Execution stage includes a Coach-the-Coach programme that trains up to 6 internal facilitators to run the system independently.

You work directly with me, from the first call to the last review. I work as an independent strategy execution consultant, which means there is no sales manager who hands you to delivery staff, no junior consultants running your workshops, and no account managers in between. When you hire me, you get me. That’s a deliberate choice, not a limitation.

Lasting transformation is not a big-bang event. Starting with up to three teams is a deliberate choice: it gives the organisation time to learn, adapt, and build confidence before scaling. The most common pitfall in strategy execution is moving faster than the organisation can absorb, rushing transformation creates resistance, confusion, and ultimately failure. Three teams is enough to generate real results and visible momentum, without overwhelming the system. Once the first cycle is complete and internal capability is built, expanding to more teams happens naturally and sustainably.

It means we don’t redesign your entire organisation before we start. We begin with a pilot, up to three teams, one 90-day cycle and we learn as we go. Each cycle produces measurable outcomes, surfaces insights, and sharpens the next cycle. We redirect existing capacity toward what matters most rather than adding new processes on top of existing ones. The system grows with your organisation instead of being forced upon it. This is what makes results visible within 90 days rather than 18 months.

Yes. If you want to embed the system deeper into existing frameworks, performance reviews, or leadership rituals, I’m available for sparring, reviews, trainings, workshops or depending on your needs, as retainer.