Management Solutions to enhance Professional firms

Our flagship solution for the most advanced firms with numerous pieces on the board. Typically, for firms with more than 100 employees. There are nine critical control points (CRICPs) to manage organizational entropy, and we attend to all with a goal to make the firm as resilient and adaptable as possible. As we delve into your corporate, business and functional strategies, we discover dormant capabilities and new configurations at your disposal. Due to scope and scale, availability is limited.

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This solution has been created to attend to several things: (1) bringing the right kind of clients to your practices, (2) retention, cross-selling and upselling, (3) improving profitability of existing relationships, and (4) creating and capturing more value. We attend to topics such as market positioning, marketing activities, best-fit client profiles, buyer types, sales negotiations tactics, client qualification, service offering design, pricing, value, and buyer motivations.

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For firms with high priority in talent acquisition, retention and motivation. Topics include: organizational culture, professionals’ marketing preferences, marketing activities to attract top talent, HR strategy, professional career anchors and skills development, personality profiles, natural proclivities and strengths. The primary goal is to create an environment where employees can attest that yours is a great place to work.

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This solution works well for two scenarios. First, when productivity and profitability of either individual practices or whole firm are wa-ay below the market average. Second, when you really want to move the firm closer to top 10-15% of the market. In both cases — incremental yet steady productivity and profitability improvement. Here, we attend to organizational structure, client types and best-fit profiles, service offering design, pricing, sales pitches, value creation and capture activities, project management, managerial roles, and professionals’ motivation.

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When your firm (or practice) relies heavily on teamwork, collaboration and learning are a must. In this solution we attend to the current composition of your professionals and staff, who to hire, who to let go first (if need be), how to motivate professionals on client engagements, how to structure the team to improve its performance, and a framework for rearranging the pieces on a team board. Topics include: types of teams, team design and roles, team task (project work) setup, managerial roles & activities, motivation, rewards, performance appraisal, carrer anchors, skills, natural strenghts, and personality profiles.

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There is a set of specific criteria that define a sweet spot in the marketplace. In our view, this has to do with higher than average profitability, top 20% productivity, lower voluntary turnover (could be as low as 3%), comfortable size, no debt, active client waitlist, a handful of marketing activities (and lower marketing budget), and predictable work inflow. Such firms enjoy better utilization rates, higher per employee earnings, higher profit margins, fuller lead gen pipelines, and better new business bid-to-win ratios. Your vision for a sweet spot may be different. Hence, advisory service reconfiguration is typically required.

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When the primary objective is rapid growth, this configuration of advisory services is one of the best solutions. First, we will attend to growth strategy route key stakeholders will support. Next, we will assess current market position of your firm or practice, and, given your overall growth direction, tentatively select next positions. Finally, we’ll make sure the right teams are selected and set up in a way that ensures flawless execution. Topics: growth strategy options, stakeholder buy-in, positioning, team types, design, and roles. To grow faster, the firm needs a clear direction, understanding of current position, next strategic milestone, and a team capable of executing properly.

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The composition of the three advisory services attends to the corporate strategy of the firm. Typically, this solution is a better fit for larger firms (>300 FTEs). The topics we’ll address: organizational culture, employee retention, performance appraisal system, necessary amount of routines and processes, core values and norms, organizational structure configuration, growth strategy.

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