REPOSITIONING LEADERS FOR THE MARKETPLACE
Company “A” had prepared itself for years to file and complete an Initial Public Offering (IPO). During the offering process, the current leadership had proven itself and was able to bring the company to the point of the IPO, but lacked the communication and marketing skills that would garner the best IPO price. Subsequently, the IPO was pulled until the right person, or persons, could be found for leading the company through the IPO process and then continue its growth trajectory for the next 10 years.
The board of directors realized a change was needed at the top, and they turned to me to execute a changeover in leadership. I interviewed the current leadership teams and researched the needs the marketplace was expressing that were not being met by Company A. I returned to the board with the criteria I felt the new leadership team would need to meet if the second entre into the IPO market was to be a success.
As a result, the board requested that I handle the transition in leadership and manage the many emotions and egos a transition of this type can foster.
The result was a smooth transition in leadership, very little market disturbance and successful placement of the right leadership team for the next IPO filing. The IPO was a resounding success, and previous and current leadership teams were all rewarded. The focus was on the growth and welfare of the company and its new shareholders – where it should have been the entire time.
David is one of the most dedicated, capable and humble leaders I know. Even though his knowledge and experience in HR are vast, he always seeks input. He is a great listener and overall communicator, written and oral. David is unusual in that he can visualize the big picture and execute down to the smallest detail—he is strategically tactical. He is a good delegator, but he is also a great practitioner. There is little he won’t do to serve his clients well.
Emma M. - CEO