Perhaps your organization is a corporation or VC firm looking to buy a smaller start-up with a good business plan, scaling opportunities, and promising data. Or perhaps your organization is scaling itself and self-evaluating its leadership. In any case, you’re excited about the business model, but you need confirmation that the leadership or founding team is qualified and equipped to scale the organization. Is the team complete? Do they have the required skillsets? If not, who or what is needed?

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You want people in charge who know what is required to scale—and have what it takes to succeed in doing so.  Because of our decades of prolific experience working both as consultants to world-class organizations and as employees within them, we know what’s required to build a successful leadership team. We are experts in identifying the group dynamics, backgrounds, and functional skillsets of the world’s highest-performing leaders—and can tell you whether your current leadership team possesses these.

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We approach your project with three goals in mind:

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1. Ensuring that your leadership team members are complementary to one another. What are their backgrounds? What kind of functional experience and scaling experience do they bring to the team? Have they built startups? Have they sold a company? Have they been in similar situations as your current one? Are their personal goals properly aligned with the organization’s goals?
    

2. Assessing personality traits. We recommend team assessments and psychometric assessments for each team member. We also personally interview each founder or senior team leader to determine the following:
   
   · Their vision for the organization, personal values and goals, motivating factors, strengths, and weaknesses.
   
   · Their learning agility and resilience.
   
   · Their leadership style and skillset around team building, decision making, conflict resolution, communication, onboarding, recruiting, and more.
    

3. Identifying dysfunctional dynamics in the team that can lead to conflict and endanger the scaling process, to help prevent potential problems.

 

We use SWOT analysis and the Patrick Lencioni team dynamic test to help identify and remedy any blind spots, basic assumptions, dysfunctional behaviors, systemic issues, or lacking skills that could potentially lead to future conflicts. As an example, we may recommend that a new CEO shadow a veteran CEO or seek a mentor that is experienced in scaling. We may advise specific skill-building recommendations—i.e. communication, team building, conflict resolution, etc. We may also provide holistic recommendations, such as mindfulness practice for leaders who we perceive may be in danger of burn-out.

 

We can also provide specific development actions that support and inform a successful scaling process, along with strategy setting, succession planning, and much more.