Breakthrough Thinking
Leadership development is key for private equity returns in a high debt environment, especially while PE firms are being forced to spend more money to keep their portfolio companies going concerns as rising interest rates disrupt the buyout industry’s well-worn, debt-heavy playbook. One way to optimize operations is to invest in the leadership team. There are a few reasons for this. First, strong leadership is essential for any company to succeed, but it is especially important for PE portfolio companies. This is because PE firms typically have ambitious growth plans for their portfolio companies, and they need leaders who can execute on these plans.
In a 2017 article for the Stanford Law Review, Harvard Law School professors Scott A. Westfahl and David B. Wilkins stressed the importance of leadership skills for future lawyers because such skills will deepen their impact and enable them to be leaders and connectors of ideas, people, and possibilities (Westfahl & Wilkins, 2017). In a recent article for The Industrial-Organizational Psychologist magazine, an official, peer-reviewed publication of the Society for Industrial and Organizational Psychology, Breakthrough’s founder, Mark Roy, shows professional services firms how to create leadership development programs tailored to meet the needs of any firm’s unique culture.
With more than 40% of employees around the world interested in changing jobs this year, leaders need to go out of their way to ensure their remote team members feel included as they adjust to managing hybrid in-person and remote teams.
We offer five tips for organizations to help their remote workers feel valued and included.
At Breakthrough, we follow Columbia University’s executive and organizational coaching model. It can be broken down into three phases: 1. Context (“What’s up?”); 2. Content (“What ‘matters?’”) and 3. Conduct (“What’s next?”). This post describes the work we do with our clients in each of the three phases.
