Work with Senior Executives and Boards to
Create Vision and Strategy

Long-term corporate success flows from a vision shared throughout an organization. Many leaders realize their people as essential to carrying out their vision and future growth. Our consultants work with these leaders in many ways:

• Act as impartial advisors to the board, CEO, and/or executive team.
  
  
• Serve as a catalyst in developing a company's vision and strategy by
  facilitating consideration of a variety
  of alternative future scenarios.
  
  
• Promote systems within the organization to facilitate collaboration, and the transfer of values and strategies.
  
  
• Create succession planning at all levels to ensure ongoing action based on the company's vision.
  
  
• With family businesses, develop a process to transfer vision and values of leaders to family members. These values serve as a foundation for an understandable and accepted transfer of power and wealth.

Handle Executive Derailment

Is a senior-level person in your organization not functioning as well as previously, or up to expectations? If yes, this is not unusual. This occurs to as many as one third of top executives and professionals. Once the problem has passed the denial stage, often the first response is to terminate the individual. But termination is expensive, disruptive, results in loss of the individual's knowledge and experience, and may demoralize others. In most cases, a better first response is a turnaround program.

Our consultants can transform the individual and the management team from helpless observers of a train wreck to masters of events. Turnaround programs include some or all of these elements:

• Obtain broad and deep feedback from the individual and his or her peers, superiors, and direct reports.
  
  
• Assess the feedback to develop an evaluation of needed competencies.
  
  
• The development plan may include the need to consider the individual's manifest attitudes.
  
  
• Train or retrain the individual accordingly.
  
  
• Create an environment that promotes the required change.
  
  
• Make the turnaround program an ongoing part of the individual's development plan, to reinforce success and avoid future derailment.

Related Articles

Click a title to read the article

1. The New CEO is an Archtect of Change
   
   
2. How to Get a Derailed Executive Back on Track

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