Since 1993, I have been founder, start-up co-founder and President of platform companies with deep operating expertise in finance, operations, business development/marketing - building sustainable companies in the $5 million to $50 million annual revenue range. Leveraging these skills, expertise and no small amount of bumps and bruises (which comes with the turf) I work specifically with leaders and their teams in high growth privately held companies, early stage technology or embedded teams in established brands such as Salesforce.com.
Executive Leadership Development: CEO, Founders and Senior Leadership Teams
My business typical client falls into two buckets:
*Early stage or high growth companies needing leadership frameworks and change models, particularly during efforts to scale. Most of my clients are in an area of scaling their market and their leadership talent and this can be a challenging phase where old processes, systems and talent development is challenged.
*Private/closely held businesses needing a different set of tools, capabilities and processes and the implementation plan to expand their footprint, capitalize on their sales channels, diversify their brand and marketing vision and customer engagement or build a higher functioning internal team. Optimal capital and cash flow to fuel sustainable growth is a specific area of focus and expertise along building strategic longer range plans for growth, diversification and product development.
Executive Coaching
One on One Executive and Leadership Coaching:
About 1/2 of my clients are Founders or CEOs, the others are Director, VP or C-Level. I typically work with senior executives in the following areas:
1. Identification of blind spots and skill gaps and development of these skills in my clients.
Founders are frequently terrific at their core discipline - other areas need development for the enterprise to be grow, achieve targets and scale. Blind spots are less obvious when things are going well. It is very easy for executives to become almost strictly inward looking, especially when they have been very successful. But these blind spots can become devastating when performance moves in the other direction. A good, neutral third party assessment is a clear reality check for executives as well as a development partner for recognizing trends and corrective learning and application of skills.
2. Executive Team Development: Building highly functional teams with an overarching clear culture mandate is a challenge for most company leaders. Managing conflict, leadership delegation skills and developing internal talent are all critical areas of focus with my clients as well as others we identify together. Frameworks: 1. Harvard University based “Immunity to Change”, Conscious Leadership: team Learning and Development can be scaled effectively using these models along with other experiential learning within existing teams to rapidly accelerate individual and team change creating greater engagement in teams that have struggled in the past.
3. One on One Executive Leadership Coaching
Typically work or career related, I work with clients at pivotal life inflection points, either career or on a larger map of their life holistically related to their growth.
Clients experiencing the greatest benefit in our work bring an intellectually curious mind, a depth of wanting to learn and grow, not only in their role but also as a human being, approach the engagement both from a transformational perspective (which tends to be more mindset related) but also in terms of making specific incremental tangible improvements we identify together and account for in the coaching deliverables. While I utilize a number of learning and coaching frameworks here, clients experiencing the greatest growth embrace their own development and lifelong learning as a rigorous life pursuit, not just a greater move. When a client has an “a-ha” about the intersection of professional and personal narratives, this becomes truly rich soil for our work together.