Building LeaderShip Capability
A Leadership Advisory Firm delivering leadership services to the board and C-suite.
Leadership Acquisition
Retained Search, Candidate Assessments, Benchmarking Internal vs external, Market Mapping, Sourcing, Psychometric Testing(4), Compensation Negotiations, Accelerated Onboarding and Retention Programs.
Leadership Development
Executive Coaching, Executive and Mid Level Team Development, 360 Feedback, Pre-hire Assessments, High Potential Planning and Development and Accelerated Onboarding. Psychometric Assessments (4). Workshops on Courageous Conversations, Competency Identification, Talent Review & Succession Planning, Team Effectiveness.
Organizational Advisory
Board Development, AI Assessment, DE&I, Culture Building, Change Management/Transformation Initiatives, Strategic Planning, Advisory for Strategic Initiatives, Compensation Guidance, Assessment of an Organizations Health, Organizational Design.
Case Studies
A few case studies from hundreds of engagements we’ve been hired to solve.
LEADERSHIP ACQUISITION.
Hired our retained search services to upgrade the executive leadership team and help shift the business onto a growth footing. Roles were CFO, Chief Growth Officer, and CHRO for Fortune 500 public company with a new incoming CEO. Mapped market, sourced, assessed, benchmarked C-suite candidates. Used psychometric surveys, 6 – 360 references, and back door references to confirm assessments. Provide guidance and set expectations with CEO on market feedback, candidate SWOT, compensation negotiation, and board engagement. Chief Growth Officer was delivered 27 days after the final key criteria was approved. CFO took 135 days. CHRO was 6 days. Two out of three diversity candidates.
Retained to replace a Chief Manufacturinging and Supply Chain officer for a $30B public business with +15,000 associates and over 50 manufacturing and distribution centers. Advised and advocated for external candidates from industires known for world class best practices rather than within the client industry. Two partners sourced 74 candidates, recruited and assessed each executive leader(11), benchmarked candidates and negotiated compensation. Client interviewed 7 candidates. Even with our own high standards, we shockingly delivered the winning candidate to the client 13 days after we agreed on the key criteria for the search.
Retained to identify, recruit and assess a CMO for a $5B business with a portfolio of over 40+ brands, part of a $12B global business in the neutraceutical industry. Reporting into the CEO, the organization was moving from a decentralized to centralized structure. Progressive marketing skills, change management and working closely with closely with three divisional CEO’s was essential in the candidates capability. Delivered the candidate finalist in 32 days and was from the most progressive online social media company in the world. 111 candidates identified. 4 candidate finalists.
TOP TALENT DEVELOPMENT PLANNING.
We were hired by the CEO of a CPG company to bring their 6 top executive leaders together for a development exercise. Using the only personality assessment on the market that reliably indicates potential, and a 360 survey that compares leaders to US norms, we were quickly able to gather the baseline data. Each of the Top Talent worked 1:1 with a coach to craft and take ownership of their career plans, and in an alignment discussion between the individuals, their manager and the coach they landed on personalized go-forward plans. The rollup of key takeaways and recommendations to the CEO and CHRO provided specific and actionable insights to inform next steps at the organizational level.
LEADERSHIP DEVELOPMENT.
In the hospitality sector, led an enterprise wide leadership development initiative from Board, CEO, ELT to Director level encompassing 9-Box Talent Review, Succession Planning and Development, High Potential Planning and Development, Executive Coaching and 360 Feedback.
Led an enterprise-wide leadership development initiative starting with the CEO, then cascading down through the executive leadership team (ELT) to Director level. Encompassed CEO and ELT 360 assessments, 12-month Coaching, 9-Box Talent Review, Succession Planning and Development, High Potential Identification and Development, Director level assessment and Coaching, supplemented with Psychometric surveys. Implemented an accelerated onboarding program (AOB) for new leaders.
CHANGE MANAGEMENT / TRANSFORMATION.
We worked with the board and CEO of a mid-sized company in a highly regulated industry to create an enterprise risk function. The organization risk competencies were scattered across functions and were not aligned along first/second/third lines of business with appropriate checks and balances. We helped with the hiring of a Chief Risk Officer and created reporting relationships with the CEO and the Board Risk Committee. We developed templates for controls, governance, and committee structures for operations, credit, capital, regulatory, and capital/liquidity risk. We created buy-in at the board level for oversight of specific risk metrics and performance incentives. The project involved significant group training and testing of regulatory, risk and controls functions and ownership through online and in-person sessions over an 18-month engagement.
CEO SUCCESSION PLANNING.
The CEO and Board identified a potential future CEO in the organization and wanted to accelerate her development. Using our psychometric assessment and 360 feedback, a plan was put in place based on rotational assignments and the building of key experiences over a 2-3 year period. Regular check-ins between the CEO, leader and the coach are keeping that plan on track.
ORGANIZATIONAL ADVISORY.
Individual Executive Coaching of board members to maximize contribution, governance, and effectiveness.
Aligning a board and leadership team on the key requirements for a new CEO of a $500mm PE owned company. Benchmarking internals to externals. Advising on Organizational Design and Development.
Provided guidance and insights to a CEO on how the technology function should be structured to carry out its strategic initiatives.
AI ASSESSMENT / ORGANIZATIONAL DESIGN
The Board and CEO of a large retailer wanted to leverage analytics across various functions, where they were lagging behind industry standards, particularly in digital enablement and customer experience. We designed an organizational structure that was aligned with key business metrics, particularly around customer experience and digital interactions. We helped hire a Chief Data & Analytics Officer, and created ownership through functional reporting, data governance, and ownership of outcomes/metrics. Developed coaching and training on use of data and analytics in business decision-making for leaders, and periodic review of performance against industry benchmarks.
TALENT REVIEW.
CEO wanted the executive team to identify top talent, the solid core, and lower performers. In one workshop focused on two layers below the ELT, we enabled them to land on targeted development and engagement actions for key individuals. Using the Carpe Diem framework, leaders now meet every six months to drive continued progress and alignment, and the Executive Team has come to prioritize talent alongside other business KPIs.