Private
Equity.
Do you have the leadership to deliver the investment thesis?
Leadership is PE’s leading value-creation priority.
of PE firms report CEO turnover during the hold.
more likely to outperform when the top team is aligned and effective.
The leadership risks the financial model can’t see.
Readiness isn’t a score. It’s a trajectory.
Leadership Readiness Accelerator.
Know who can make the journey. Accelerate what can change.
The value-creation plan has a timetable. So does leadership readiness. We determine who can meet what the business needs next, what can realistically change in time, and where a leadership decision may be required.
1.
What the next
phase requires.
2.
Who’s ready, who can
get there, and where the risks sit.
3.
What needs to change, and by when.
4.
Who to back, develop or transition, based on evidence, not impressions.
Leadership support across the investment lifecycle.
The Leadership Accelerator is one start point. We work with investors, boards and portfolio-company leaders throughout the hold – including when the plan changes or the hold extends – bringing an independent view everyone can trust.
Leadership
Due Diligence
Pre-deal
Assess the CEO and critical leaders before leadership risk becomes execution risk. We evaluate each leader against what the next phase will require – not simply what they have delivered before – and show who can scale, who can get there in time, and where leadership gaps could affect execution.
Not a personality report. A clearer view of leadership risk before you invest.
Top Team
Performance
Post-close
Is the team running the business as one? Drawing on data from 3,000 teams, we identify what’s slowing decisions and accountability, align the team around the value-creation plan, and help it execute with greater pace and discipline.
Not a team offsite. A team built to execute.
CEO & Executive
Coaching
Throughout the hold
The role is growing fast. Is the leader growing with it? We coach CEOs and executives on the few behaviors and decisions that will make the biggest difference to performance, with clear goals, a set timeframe and a confidential space to do the work.
Not open-ended development. Coaching tied to clear outcomes and a defined timeframe.
Selection &
Succession
Any point in the hold
Who leads next, and will they succeed? We establish a clear succession process, define what the role requires, independently assess internal and external candidates, and support the selected leader through the transition.
Not just the right appointment. A faster path to performance.
Mid-Hold
Reset
When the plan changes
The business has changed. Has the leadership? When the hold runs long, the thesis moves or performance stalls, we reassess the CEO, top team and key leaders against what the business needs now. Then we strengthen what can realistically change in time – and make clear where a leadership decision is needed.
Not a restart. A reset to the plan you’re actually running.
Pre-deal
Assess the CEO and critical leaders before leadership risk becomes execution risk. We evaluate each leader against what the next phase will require – not simply what they have delivered before – and show who can scale, who can get there in time, and where leadership gaps could affect execution.
Not a personality report. A clearer view of leadership risk before you invest.
Post-close
Is the team running the business as one? Drawing on data from 3,000 teams, we identify what’s slowing decisions and accountability, align the team around the value-creation plan, and help it execute with greater pace and discipline.
Not a team offsite. A team built to execute.
Throughout the hold
The role is growing fast. Is the leader growing with it? We coach CEOs and executives on the few behaviors and decisions that will make the biggest difference to performance, with clear goals, a set timeframe and a confidential space to do the work.
Not open-ended development. Coaching tied to clear outcomes and a defined timeframe.
Any point in the hold
Who leads next, and will they succeed? We establish a clear succession process, define what the role requires, independently assess internal and external candidates, and support the selected leader through the transition.
Not just the right appointment. A faster path to performance.
When the plan changes
The business has changed. Has the leadership? When the hold runs long, the thesis moves or performance stalls, we reassess the CEO, top team and key leaders against what the business needs now. Then we strengthen what can realistically change in time – and make clear where a leadership decision is needed.
Not a restart. A reset to the plan you’re actually running.
What leadership call are you facing?
Whether you’re assessing a management team before investment, unsure whether a CEO can scale, or trying to get a senior team moving faster, we’d be happy to compare notes.