Our Solutions
1
Make talent-informed
investment decisions​​
Pre-Deal Leadership Assessment: Gain a clear view of executive team strengths, gaps, and immediate post-close priorities
Critical Role Identification: Determine which roles will generate and protect the greatest value, based on the investment thesis
Due Diligence Process Improvement: Equip investment firms with the tools and frameworks to run a fit-for-purpose talent diligence process
2
Build Tier 1 teams who can drive transformational growth​
Post-Close Leadership Assessment: Understand a leader’s strengths, development areas,
and runway, in a selection or development context
Executive Onboarding: Accelerate a leader’s performance in role and time to results
starting on day 1
Coaching & Stakeholder Feedback: Translate assessment insights into actionable development plans, holding leaders focused and accountable
Top Team Development: Individual A+ players do not make an A+ team; fine tune the team’s behaviors and operational norms to collectively deliver on the organization’s OKRs
Organization Design & Role Design: Build the organizational structure around the work that needs to be accomplished; clarify roles and responsibilities with defined metrics of success
Succession & Transition Planning: Plan for the leadership needed throughout the holding period; minimize disruption during talent changes, integration, and handovers
3
Build firm-focused
capability and expertise
Firm-Focused Assessment & Coaching: Apply best practices internally to select, develop, and support critical talent
​
Investor Career Paths: Define the key leadership capabilities, competencies, and experiences needed to move up in the firm
​
Fractional Talent Partner: Stand-up and/or scale the talent function based on each firm's investment strategy and engagement model