Executive Culture Coach at Blue Agile GmbH | Empowering leaders to foster a culture of excellence and innovation through coaching executives, enabling teams to surpass their potential and achieve remarkable results.

I’m Eva Gysling, a three-time Olympic swimmer and executive/team leader with 35+ years in complex organisations. I know real pressure - on the starting block and in the boardroom - and how much potential gets wasted when culture is left to chance, systems are poorly designed, and leadership behaviour goes unchallenged.

My work sits where Olympic mindset, executive leadership, culture and corporate mental health meet. Burnout isn’t an individual weakness, and “tough” leadership doesn’t justify daily micro-suffering - especially when it’s driven by bad behaviour. High performance without psychological safety is a contradiction. If people pay with health or dignity, it’s not performance, it’s system failure and a culture problem.

That’s why I created The Executive Edge - ASPIRE: a clear six-module framework for senior leaders who build healthy high-performance cultures on purpose. ASPIRE turns intent into standards, rituals and tools across:

• Pressure design
• Accountability
• Resilience
• Strategic agility
• Team confidence
• Culture anchoring

Purpose:
Design pressure, behaviour and collaboration so people can deliver ambitious results while staying healthy, respected and appreciated.

Who I work with (DACH)
• Senior leaders in tech, healthcare and other disruptive environments (and their leadership teams)
• People & Culture / HR leaders responsible for culture, mental health and leadership quality
• Interprofessional bridge leaders (Product, IT, Ops, Clinical/Service) living in the friction between silos
• Selected consultants, coaches and executive-education partners who want an Olympic-tested, tool-rich system to plug into their work

Together, we redesign how pressure, workload, behaviour, collaboration and culture are handled so leaders don’t have to choose between results and system health.

What I don’t do:
I don’t train people to “be more resilient” so they can tolerate the intolerable. No glossy wellbeing without accountability. No treating bad leadership as a private issue. Psychological safety is infrastructure, non-negotiable, measurable, and owned.

What working with me feels like:
Calm under pressure; direct, respectful and appreciative; Olympic-level standards with high respect for people. We install small, robust rituals/behaviors that hold when things get tough: clearer decisions, fairer load, healthier teams, and more honest collaboration. Proof, not slogans.

If this sounds like your world, let’s explore whether ASPIRE can help you build the healthy high-performance culture you actually want to own.

Eva Gysling, OLY

Most people remember one leader from their career.
Not the title → The feeling...

That feeling came from:
→ being trusted early.
→ before confidence felt solid.
→ before everything was figured out.

And also sometimes...

✅ A responsibility handed over sooner than expected.
✅ A decision made without someone stepping in.
✅ Support shown publicly when things got uncomfortable.

Those moments stay.

↳ They change how people think about themselves.
↳ They stop waiting for permission.
↳ They start taking responsibility.

This is where leadership actually shows up.

Power moves work forward in the moment.

Empowerment builds people who move work forward again and again.

That difference compounds over time.

- People think deeper.
- They own outcomes.
- They solve problems without being asked.

And eventually:

+ Teams become stronger.
+ Cultures become clearer.
+ Results stop depending on one person.

Leadership scales through the people around it.

The strongest leaders understand this.
Their focus shifts from control to capability.
From directing work to developing judgment.

The impact lasts longer than any role or title.

Leadership shows up in the people who grow under it.
That’s how leaders become great.

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3x Olympian | Executive Sparring Partner for Senior Leaders in D-A-CH | The Executive Edge - ASPIRE: High performance that protects people’s health and dignity

You don’t need more time.

You need fewer decisions.

Most people exhaust themselves
deciding what to do next.

That’s not productivity.
That’s friction.

Here’s my personal blueprint for focus and flow - simple, practical, repeatable:

1️⃣ The Anchor Task
Forget the endless to-do list.

Pick one non-negotiable task each day.
Finish it and the day counts.

Everything else is extra.

2️⃣ Energy Mapping
Stop managing hours.

Start managing energy.

High energy → deep, creative work.
Low energy → admin, emails, chores.

Match the task to your state, not the clock.

3️⃣ The 2-Minute Rule
If it takes under 120 seconds, do it now.

Tiny tasks create invisible stress.
This clears it before it stacks.

4️⃣ Digital Fortressing
Focus is a finite resource.

Treat it like one.

Phone in another room.
Messages checked at set times.

Constant availability is not a performance metric.

5️⃣ The “Clear the Deck” Ritual
End the day on purpose.

Last 10 minutes:
– Tidy your space
– Close the tabs
– Write tomorrow’s Anchor Task

Future-you starts calm, not behind.

Time management isn’t about control.

It’s about design.

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Your department runs well because you run it well.
🔥 You deliver results.
🔥 You lead with intention.
🔥 You think beyond your department.

You notice opportunities beyond departmental performance:
➡️ Teams are asked to execute, but are rarely brought together across departments to plan for the work
➡️ Complex priorities span multiple departments, yet accountability remains tied to individual areas
➡️ Collaboration depends on existing relationships rather than a shared, repeatable approach
➡️ System initiatives move forward, but integration is assumed rather than designed
➡️ The full potential of coordinated work remains unrealized

What is often missing is a practical, evidence-based way to design how teams work together across departments so collaboration becomes consistent, visible, and effective at the system level.

🩵 My Approach
I guide and partner with healthcare leaders working inside fragmented systems to intentionally design collaboration across departments by:
✅ intentionally bringing the right professions and patient perspectives into planning, not just execution
✅ preparing department-based teams to work effectively in interprofessional environments
✅ building capability in the science of teaming so collaboration is not left to trial and error
✅ creating dedicated time and structure for teams to learn, practice, and apply interprofessional collaboration
✅ designing collaborative structures that support consistent, sustainable, system-level results

When teams are prepared, supported, and connected through intentional design, collaboration becomes sustainable, visible, and capable of addressing system-level priorities over time.

🪜 Ways We Can Work Together:
1️⃣ Collaboration Readiness Snapshot (Free) 
2️⃣ Interprofessional Leadership Lab 
3️⃣ 1:1 Project Partnership 

💙 Who I Am
Educator, administrator, researcher, and interprofessional collaboration expert working at the intersection of healthcare practice, education, and system design.

I partner with healthcare leaders to design system-level collaboration, and translate that work into clear evidence of leadership impact, so it can be articulated on resumes, CVs, portfolios, and in executive conversations before the next administrative opportunity arises.

This is proactive leadership.
Doing the work, and being ready to show it.

If you are ready to work beyond your department and build system-level results you can stand behind,
📩 DM me and let’s get started.

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Tina Patel Gunaldo, PhD, DPT, MHS

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Engagements

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