Technical Product Manufacturer in need of Leadership Coaching, Team Building and Strategic Planning
Assessment:
The entrepreneurial founder of this highly specialized technology product business (core business) had successfully established a global customer base and above market profitability for almost two decades. He had recently spent the last eighteen months engaged in launching a new bio-technology company with partners unrelated to his core business whose growth, absent his leadership, had plateaued.
Upon his return to the core business, the founder felt challenged in his leadership capacity in dealing with his now dysfunctional team. He personally questioned his desire to lead the team and refocus the organization on profitable growth.
Because of his growing external interests, the founder also began to assess the need to examine an exit strategy from his core business. This was enhanced by his recent purchase of an out of state second residence and a decreasing desire to fully commit himself to the core business.
The entrepreneur approached See Change Management to assist him in bringing focus to his leadership and team challenges.
Evolution:
See Change Management’s engagement consisted of:
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Providing a leadership coaching curriculum directed at increasing emotional intelligence, identifying personal strengths/weaknesses, maximizing personal productivity, establishing business/family balance and formalizing personal/business goals for the upcoming year
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Engaging in weekly coaching sessions accelerating the progress being made on the goals established in the coaching curriculum and troubleshooting specific current leadership issues
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Addressing the multiple team dysfunctions arising from his absence from the organization. This included introduction of a team building model detailing the trust, conflict, accountability, commitment and focus on results necessary for organizational success
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Facilitating the process of establishing a company mission, vision and values to drive organization conduct
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Leading an organizational strategic planning process resulting in an assessment of the company’s operating environment and competitive forces, the organization’s uniqueness, competitive advantage and value proposition, the company’s relative strengths/weaknesses and formalizing the upcoming year’s key initiatives/goals and detailed action plans.
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Assessing exit plan opportunities and connecting the owner with financial intermediaries skilled at taking his firm to market
Transformation:
As a result of the above evolutionary process:
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The founder effectively assumed a short term, active leadership role in re-engaging the organization
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A new senior executive was hired to provide ongoing team guidance in the founder’s absence
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The management team agreed upon a mission, vision and values to lead the organization
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Specific, measureable goals were established for the organization and each key manager
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The founder continued to pursue his activities outside the organization. Having clarified that this core business interest was now short term, exit strategy discussions related to the potential sale of the business were actively pursued
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Within nine months, the organization was sold at an attractive multiple of EBITDA to a global organization seeking to enter this niche marketplace. The founder willingly accepted a new, challenging leadership role with the acquiring company
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See Change Management continues in a coaching capacity with the entrepreneur, now in a key executive position with the global acquirer
