Multiple retirements at once.

No modern succession plan.

Outdated roles and unclear expectations.

Vendor contracts bloated and off-strategy.

A structured succession plan.

Updated leadership roles.

Coaching for newly promoted leaders.

A vendor spend cleanup.

Built the full succession architecture.

Redefined leadership roles with clear accountability.

Designed hiring + promotion practices tied to long-term strategy.

Coached new leaders through their first year.

Removed a misaligned leader quickly and cleanly.

Renegotiated vendors, capturing major savings.

Smooth, conflict-free CEO transition.

Stronger leadership team aligned to the future.

$250K in vendor savings immediately.

One poor-fit leader removed before damage was done.