To truly take advantage of AI and other advanced tools, healthcare leaders must embrace a new mindset, shifting any vision that includes “technology” to “humans interacting with technology”
For many C-suite executives, exits represent rare, even once-in-a-lifetime liquidity events, making it challenging to anticipate potential pitfalls.
Join the conversation!
The best healthcare executives and investors pair these initiatives with coaching to drive performance.
Not all executive coaches can truly unlock value in the complex world of private equity.
The reality among organizations looking to achieve rapid scale is that coaching alone isn’t enough.
A growing number of investors are inviting executive coaches to help build and support alignment between boards and management teams.
Executive coaches can accelerate value creation by helping management teams perform at their best and build productive, high-trust working relationships.
Founders and CEOs can harness culture to maximize private equity investments - and exits. Here’s how.
Leading portcos in uncertain times means investing in people, even during layoffs.
A coach’s ability to recognize key patterns among CEOs of PE-backed companies enhances their ability to harness potential and meaningfully accelerate value creation.
Tough decisions may be required, but CEOs can still stave off the negative impacts of a soft market and further distance their organizations from the competition.
While executive coaches often provide counsel to portfolio company management, not all coaches are skilled in navigating the complex world of Private Equity.
Here are five levers that will be integral to driving portfolio performance over the next five years.
GPs can help their portfolio company management proactively navigate a potential down market.
Typical off-the-shelf executive assessments used by Private Equity firms are incomplete, offering investors a static prediction of a candidate’s likelihood of success.
Tackling social impact initiatives requires GPs to wrestle with their larger purpose.
The Covid-19 pandemic revolutionized how and where private-equity professionals work…. but left their high pay intact last year.
With deal activity booming and firms looking to deploy their accumulated dry powder, GPs cannot afford to under-club human capital due diligence.
To avoid hindering long-term growth, portfolio companies trimming budgets must first rework human capital strategies.
A rigorous analysis of four specific elements can determine the quality of its human capital and its impact on the company’s ability to drive value creation.
A high-performing PE portco requires more than just a growth strategy; it also demands a strategy to align and engage its people: a human capital strategy.
To best achieve strategic alignment, board members should take it upon themselves to question the thinking behind proposed human capital initiatives.
Investments in relationship engineering and other human capital strategies are generating greater returns for evangelist firms.
Before you take the plunge, make sure you’re cut out for a PE-backed job.
In this post we discuss the 7 questions PE leaders should ask to determine if a CEO has what it takes.
PE firms frequently evaluate CEOs or CEO candidates on the wrong criteria.
We’ve found that unsuccessful CEOs of PE-owned firms all lacked 3 key skills.
We have found three fundamental CEO qualities that drive growth in the most successful PE investments.
Private equity firms are often unsuccessful in choosing the right CEOs to run their companies.
Executives must be clear and aligned on who they are, where they’re going, and how they’re going to win.