The hectic business of managing daily operations often leaves little time for strategic thinking and analysis. You know the things that keep you up at night, but not how to solve them or where to start. I'll help you identify operational bottlenecks and build scalable solutions that grow your business.
My superpower is getting new companies through the awkward adolescent stage with good operational strategies.
I support founders in making their vision become a reality. I do that through strategic planning & operating support, whether one-time or ongoing. I specialize in working with self-funded, angel, or seed funded companies. I can help you manage at the stage you are at, and I can get you into the scale-up phase.
❉ The need to reduce dependency on the founding team for every decision
Do you spend more time managing than improving your company? You need a second-hand to coach your team members and help to develop the next group of leaders in your organization.
❉ The need for a framework for prioritizing all the work we have on our plates
The most important job of a CEO is to help your team understand what you’re working towards. Think big to become big – this will require you to get good at knowing which ideas to sideline in favor of others. And usually, the issue you fear the most is the one you need to resolve. I can get a right-sized framework up and running for you and your team. and coach you on how to evaluate the tough calls.
❉ Everyone is wearing multiple hats and are constantly being reactive -- lack of understanding how to break this cycle and move the business forward in a meaningful way
If team members juggle multiple roles, it will slow you down. I can help establish ownership in your roles, and transition the team away from everyone doing a lot of things. I can also help you build a strategic resourcing plan so that you're not always in a reactive mode of operation.
❉ Questioning whether they have I hired the right people to get them there
Have you ever heard a leader say “I wish I hadn’t fired that person so soon”? Nope, me either. But I’ve heard alot of leaders say “I wish I had fired that person sooner”. Getting your people issues right starts with defining the right people for you, and defining your right seats in ways that people understand the essential results and responsibilities for which they are accountable.
These issues are easily solvable with right-sized frameworks for decision making. I can assess the root cause of problems and determine alternate strategies that improve efficiency through process, technology, organization, or a combination of changes in these areas.
Clients come to me because they know I have a way of connecting with people that gets them onboard with change, and they also know that I can get things done. I'm typically asked to help them solve one urgent need, and then once I deliver results, clients want my help in other areas. My colleagues will tell you that I’m an expert in bringing calm to chaos, and have the ability to get everyone moving in the same direction.
My ability to see the big picture, identify patterns and create organization around them lets you focus on innovating and doing.