Accelerate Business Performance During Critical Leadership Transitions
Get done in 100 days what normally takes 6-12 months
90% of PrimeGenesis clients succeed
40% of new leaders fail
For executive leaders taking on new roles, the PrimeGenesis 100-Day Action Plan process prepares leaders before the start, speeds up assimilation, sets direction, builds the team, accelerates momentum, and delivers results.
80% of M&A fail to boost returns
For leaders integrating teams post acquisition or re-organization, the PrimeGenesis 100 Day Action Plan process gets all players on board with the change and accelerates achievement of cultural and business integration goals.
70% of transformations fall short
For executives leading through a strategic point of inflection or reinvigorating a stalled team, PrimeGenesis programs define the from-to challenge, kickstart a change process and deliver results that stick.
What Our Clients Say
Somewhere right now, there is a first time CEO out there, not working with
PrimeGenesis, not following their 100-Day Action Plan, and I am worried for them.
Jan Mathiesen, CEO Atrenne Integrated Solutions
Our Top 10 Clients Have Used Us Over 180 Times
Speak to One of Our Partners Today
US +1 203.323.8501
UK +44 (0) 7770 671326
Featured Books and Blog Posts
How The Most Effective Delegators Partner To Help Teams Serve Others
Partners beat bosses. If you tell your people to do things as their boss, the best you can ever hope for is compliance. If you partner with them to serve others, they are far more likely to commit to the work and work product. Triangle Equities’ Evan Petracca took me...
The Most Important Lesson Every Company Should Learn From KKR’s CEO Transition
1. Take your long-term future capability planning seriously. Flesh out your future state. Understand your current reality. Identify current people with the talent required to fill future roles and follow through to give them training to build knowledge, practice to build skills, and the right assignments to gain relevant experience.
2. Fill your future talent gaps as soon as practical. The earlier you can bring future leaders onboard, the smoother their future leadership transitions will be. And align your succession and contingency planning with your future capability planning.
3. Understand the risks of bringing new leaders in just-in-time to fill empty roles. Avoid it if you can and over-invest to make it work when you must.
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