Our client, a $500 million dollar value-added reseller was looking to enhance their consulting service offerings. Their business had focused on eroding profit margin hardware products. They were looking to expand their offerings in the higher margin services are to their client base. We worked with the newly promoted practice leader to develop a new strategy for penetrating existing accounts and by adding additional clients by offering a low cost introduction service that would leverage their current services expertise while allowing for co-development of new services that clients would require as technology advanced to the next level. They used this entrance strategy to gain several new blue chip clients within the initial 90 days to permit self funded growth for the practice. During this phase, we began developing additional sales and practice leaders to focus on selling services to add new clients to the company's portfolio. Through creation of these new executive roles our client was able to retain key executives by offering significant growth, challenge and advancement opportunities, even in soft economic times. Growing Versus Buying Executive Talent… According to Egon Zehnder International, Fortune 100 companies spent an estimated fifty million dollars hiring new executive talent in the last year. Retaining and developing high potential executives is the responsibility of all leaders across the organization. We incorporate several types of developmental relationships to increase an executive’s success velocity while allowing for increasing the individual’s responsibility and strategic awareness. We assist clients in creating a leadership pipeline  Assessing and identifying the organization’s high potential managers and work with them to determine key strengths and limitations that can create and/or derail future success.
Creating successful strategies for performance reviews and succession planning. Partnering with clients to develop enterprise-wide criteria for measuring executive competencies and then begin the educational program of initiating these qualities into the hiring, promotion and developmental processes within their organizations. Outstanding Organizations… Understand that individual excellence is the foundation to building an organization. They believe an organization can never have too much leadership talent. Create talent management systems that challenge each person while allowing for individual differences required to be a successful organization, today and tomorrow. Provide solutions that help manage partnership both inside and outside their company. | 
