Big companies have fully staffed HR departments to address leadership development from a comprehensive perspective. Smaller employers do not usually have such leverage. From planning the management succession of the founder to creating a pipeline of talent for each area of the business to identification and implementation of professional development tactics, SMBs need professional expertise too.

We have worked with organizations from 3 to 300 employees on these issues, addressing what’s mentioned above, along with innovation, knowledge management systems, and procedural documentation. Let us help you create a plan for getting the right people “in the right seats on the bus” you’re driving so that one day you can focus on owning the bus company that is managed by others!


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