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IS YOUR CURRENT STRATEGY LEADING TO WIN OR JUST COMPETE?

ARE YOU GOING THROUGH A MERGER OR ACQUISITION BUT WORRIED ABOUT THE PEOPLE SIDE?

DO YOU NEED TO DRIVE CHANGE BUT ARE CONCERNED ABOUT THE OUTCOME? ​

You don’t build a strategy to compete and play safe. You build a strategy to win in the market and bring value to the shareholders.

However, at the back of your mind, you have been thinking if your current strategy is good enough to win. Maybe it’s good, but not enough to drive innovation and accelerate results.

Or maybe it sounds good, but the execution is not what you expected. Too many changes in priorities confuse people and lose focus and interest.

Maybe you built a great strategy like growing by acquiring other firms. This is a wonderful way to grow organically but you’re concerned about the people side of the transaction.

You know that many M&As fail due to cultural clashes between parties, so a smooth integration becomes a pressing issue.

Or, you realize that you need to drive change in your organization to execute the new strategy, build a new way of working or transform processes and systems.

Perhaps you’re concerned to find high resistance internally or getting lost in an endless project that is going to cost a lot of money and no return.

Let me help you to:
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Michele Stripoli

“Technical and Project Leader | Fastweb | Italy”
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Before hiring Andrea, my team and I were struggling to move on a large-scale digital transformation project sponsored by our CEO. The challenge was to create a new operating model and a framework to manage the change. The project wasn’t generating outcomes, got late and all people involved lost interest and hope. We tried to work with a few coaches in the last four years but nothing worked.

We hired Andrea as the “last resort” because we were attracted by his business experience combined with structured frameworks and pragmatism. We were right. Using his experience, listening skills, and empathy, Andrea implemented a structured and flexible methodology that was adaptable to the continuous changes of our context during the design phase.

Thanks to his work, we were able to create the foundations for a new way of working that interprets the spirit of working together, embracing change management and product development. As a result, we increased concreteness and speed, learned how to work in a team with more empathy and trust, shared output at the source with all the actors and effectiveness in digital collaboration, developed new innovative solutions for the business.
Haytham Kaddoura

Haytham Kaddoura

“CEO, Smartstream Technologies, United Kingdom”
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As a CEO of a leading technology company, you always seek to be ahead of the game. A couple of years back, our mid management team needed assistance to elevate their approach to strategic and innovative aspect of product development, hence we hired Andrea.

Andrea helped massively our team to think more strategically, learn how to build strategic planning and develop new important strategic priorities for the entire organization.

His fresh perspective on product development, proven framework, along with his experience and facilitation skills, manifested into a greater outcome.

HOW DOES IT WORK?

There are many ways to approach strategic planning or organizational development initiatives.

In my experience leading and managing these projects, only multiple approaches can bring great results. In other words, only coaching or advisory don’t lead to great outcomes.

For this reason, I use a comprehensive approach that combines coaching one-to-one (with the CEO, COO, or the Project Leader), team coaching, team facilitation, assessments (individuals and as a team), advisory. Sometimes, I include training if required (for example, on strategy).

The first step is to have a strategy call with you and/or the project leader, to clarify your goal and get your initial thoughts about what happens and what you have identified as potential root causes that led to the current problem.

After that, I create a potential road map to tackle the challenge and get your expected results. Once we agree on the process and the proposed framework, we begin the work together.

The first step is often a combination of individual interviews, and if applicable, some team assessments.

The interviews are very important to have a private conversation with the project leader, project members, and other stakeholders (other business units, or clients if applicable) to understand what they think about the strategy, change, or M&A initiative).

The outcomes of these interviews form the input for the next steps and define the scope of work moving forward.

The next steps and duration vary based on the problem, goals, and findings. Generally, we aim to meet together in person if possible or through online team sessions. Sometimes, it’s a combination of both.

For strategic planning, the process normally takes from three to six months, however, sometimes we condense the work in only a few weeks although not always ideal for giving enough time to people to generate more ideas and build business cases.

For M&As initiatives, the framework includes cultural assessments, teamwork for the post-integration, and behavioral changes. It may take from three to twelve months.

Finally, for change projects, it depends on the scale of the initiative but it might take up to twelve/twenty-four months.
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Giovanni Mingrino

“HR Development & Total Rewarding, Coach, Trainer | FastWeb | Italy”
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One of the most interesting and ambitious projects that I started during Covid-19 was to redefine the business processes of the Digital Transformation Unit and generate agile solutions to work better as a team. Our challenge was to make these changes effectively with large and remote teams having different points of view and expectations to align, and the inability to work together in person.

Andrea’s contribution was fundamental. He designed and facilitated effective methodologies, tools, set up, and optimally managed the virtual environment. I consider him an excellent coach. What I appreciated the most are an effective style and very goal-oriented, an international breadth in the solutions and approaches he proposes, and how quick and adapt to the context.

As a result, our way of work has improved profoundly. He has been able to engage all team, and with the coaching methodology, to allow everyone to contribute and generate impactful new ideas.

FAQ (FREQUENTly ASKED QUESTIONS)

Does executive coaching work?

Yes! numerous studies have proven that coaching usually generates an ROI of between $4 and $8 for every dollar invested. Need more? Check this out:

  • A Fortune 500 company made internal research to study the impact of executive coaching on overall productivity and employee satisfaction which led to better financial results. In all, their study concluded that Executive Coaching produced a 788% ROI. The study noted that excluding the benefits from employee retention, a 529% ROI was produced.

  • Manchester, Inc. surveyed 100 executives, most of which were from Fortune 1000 companies. Their research showed that a company’s investment in Executive Coaching realized an average ROI of almost six times the cost of the coaching.

  • According to the International Coaching Federation (ICF), 86% of organizations saw an ROI on their Coaching engagements, and 96% of those who had an Executive Coach said they would repeat the process. Behind these results were tangible as well as intangible factors. Tangible factors were areas such as increased productivity, higher levels of overall employee performance, reduced costs, growth in revenue and sales, higher employee retention, and higher engagement of employees. Intangible factors were increased confidence of those being coached, improved communication, stronger employee, peer-to-peer, and key stakeholder relationships.

I normally hire a top consulting firm for these projects. Why you?

I’m your best alternative to strategy or HR consulting firms because:

  • Top consulting firms don't increase the brainpower of your people. By hiring them, you essentially outsource your brainpower to the extent that your people feel disengaged, don't develop their strategic thinking, and eventually leave. I don’t think it’s respectful for your employees.
  • By doing so, I help you increase the company value, while they don't. The brainpower of your people is your most valuable asset
  • Top consulting firms are expensive. I cost a fraction of their cost
  • They don't help to implement their plans and leave before the execution starts
  • They don’t know the company enough, the business, the culture.
  • Their process is often invasive, as they come in and propose drastic changes that might look good but often leave their (heavy) marks within the organization.

We’re already working with other executive coaches. Why you?

Comparing to 95% of coaches out there:

  • I have been involved in all these initiatives:
  • I developed and implemented strategies for corporations and divisions
  • I launched and executed large change projects to increase efficiency
  • I was appointed as Managing Director post-M&A and I know the challenges to having a successful integration
  • I design and use frameworks that coaches don’t have. I don’t just ask powerful questions
  • I speak the business language and I hate anything that looks fluffy

Read more about me in the: https://www.andreapetrone.com/about/

Does this work with full remote teams?

Absolutely. In the last two years, I worked with large and fully remote teams on major change initiatives and the results were great.

Teams have learned to work together remotely so doing coaching online works very well as long as you work with a coach who is also a master facilitator like me. He will be able to “read the room” and engage with people on camera very effectively.

Why do I need to hire an external coach or facilitator? Can I do it myself?

For many reasons.

First, you’re busy! I’m a big fan of developing internal coaches and facilitators to develop the new pipeline of leaders.

However, you have a job to do and if you’re like the 99% of other executives, your plate is already full with multiple priorities, and have very little time for coaching your team.

Second, you might not be a certified coach or facilitator so you probably don’t know how to approach team coaching that requires different skills and the experience to build frameworks that can lead to great results.

Finally, your team will feel much safer working with an external coach who doesn’t necessarily know the company, the business, or what is going on in the team. Equally, it’s always better to bring an outsider who can drive change without any bias.

What language do you use for coaching?

English, but I can coach in Italian if necessary.

If you need other languages, I’ll introduce you to one of my strategic partners if they speak your language (see below).

How can you coach multiple teams if you work alone?

I work alone if I need to. Over the last three years, I have built a great international network of strategic partners who can help me and my clients when necessary.

These are very experienced coaches and facilitators who share the same approach and use my frameworks. They also speak multiple languages so we can deliver team coaching in your language if this is possible.

How much does it cost?

It depends. I don’t charge by the hour or session. I offer a flat or a monthly retainer fee.

At the end of our strategy call, I’ll tell you what the fees would be based on your expected outcome, duration, and agreed framework.

If you don’t have a budget, no problems. Check my “Resources Page” as there are many articles and tools that can probably help you to find a solution to what you’re looking for.

How do I know if you’re the right coach for me?

Only a call together would tell.

In our strategy call, we both want to understand whether we’re a fit and there is good chemistry between us. If you’re not sure at the end of the call, don’t commit and look for someone else.

Likewise, if I feel you’re not the right “coachee” for me, I’ll tell you straight because I don’t want to waste your time and money.

You don’t have experience in my industry. Does it matter?

No. It doesn’t.

As I am not your consultant or business mentor, my industry experience is often irrelevant to solving your issues.

However, if I believe I can share some observations or advice based on my previous long experience, I’ll gently ask you if you would like to hear it because it might be relevant to your current situation. Most of my clients love that.
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HOW TO BECOME A WORLD CLASS CEO

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