How May We Partner With You?

Private equity continues to value having a select few outside board directors to supplement their corporate governance for each portfolio company in which they’re involved. Often, having a “working CEO” brings credibility and currency in feedback, market conditions, and general growth governance best practices.

Is this a board director role in which you may have interest as a complement to your existing leadership operating role?

Whether you’re about to transact your existing business, have recently done so and are evaluating next career opportunities, or languishing in a PE-backed portfolio company that has suffered market setbacks or roadblocks to growth you haven’t been able to navigate, we’d love to hear more about your career past & current, and thoughts about career future.

We’ve researched and identified 7 key value inflection points across a PE-backed hold period. Whether 3, 5, 7 years or other, there are key stairsteps in the lifecycle of a PE backed company that are heavily influenced by talent & teams—people-powered value creation levers.

We’ve deconstructed them, and outlined each, along with a companion play book on navigational best practices in service of the CEO looking to identify where they are in the PE-backed CEO hero’s journey, what lies ahead, and best practices around navigating them successfully.

click here for 7 stages CEO roadmap

Leadership diagnostics & assessment: strengths/gaps analysis.

We’ve created a metric we’ve trademarked the VCDI™—the Value Creation Drag Index. This is a diagnostic that measures how much drag on value creation individual leadership team members and/or the leadership team is generating when not optimized. Private equity is continuing to drill down on the impact of human capital on hold-period value creation with a watchful eye on risk of value erosion created by team underperformance.

More on VCDI here

Leadership coaching & acceleration.

For individual leaders: Professional sports teams have often scores of coaches. In the NFL, in 2024, there were 23.7 coaches per NFL team. NBA = 9, MLB = 13, and NHL = 5. Leadership development coaching is most effective when it’s focused on the most talented.

For individual leaders & their leadership teams: Leadership coaching for entire teams often generates a multiplier effect regarding ROI/return on investment. Coaching individual leaders is vertical coaching, but horizontal cross-team coaching can often unlock a geometric level of leadership team performance improvement.

Leveling up caliber of leadership team members.

“What got you here may not get you there.” When and how to tackle confidential replacement searches, or new leadership additions to a growing team. Often these leaders are brought in “above” existing leaders who are tapping out in their ability to level-up and help bring the organization to the next value inflection point.