Senior, hands-on help for investors, CEOs, Chairs and executive teams. Each service works on its own, and can draw on Execution Radar when you want the evidence measured first.
We start from your context: the market, the funding stage, the plan and the people who have to deliver it. We agree the business outcome before we agree the work, and we leave the skills behind, so the organisation can carry on without us.
When Execution Radar is running, its findings tell us where to focus and show whether the changes are working. When it isn’t, the same practitioners do the work on its own terms.
Leader due diligence on the founders and executives the deal depends on, with a reading of what the plan will ask of the organisation. The full Execution Radar follows in the first weeks after completion.
Organisation design and executive team effectiveness, so the business is set up for the plan rather than the one it has outgrown.
Execution Radar to locate the constraint, then the advisory work that removes it.
Board effectiveness and leadership development, so the team the buyer meets is the team that will deliver.
For investors assessing founders and executives before an investment, or at a turning point in the hold. We agree what the role will demand under the plan, assess each leader against it using several methods, and report back.
The investment team receives a clear summary of strengths, risks and what support would close the gaps. Each leader receives developmental feedback, so the assessment helps them develop rather than only judging them.
“Scalewell provided a rigorous and insightful assessment of the founders and leadership team during our due diligence process.”
Available on its own, or alongside Execution Radar when you need both the people and the organisation in view.
How Execution Radar works →Structures, roles and decision rights built for the plan ahead.
We agree design criteria with the leadership team and use them to test structural options, so choices are made on evidence rather than preference. The work covers roles, accountabilities, decision rights and how the executive team and functions work together, and it identifies the capability gaps the new design exposes.
What it involves: Design criteria · structural options · roles and decision rights · operating rhythm · people systems from hiring to succession
Personal development for leaders whose roles are growing faster than they are.
Personalised programmes for individual leaders: discovery, structured reference feedback, an agreed development plan, executive coaching, and three-way conversations with the line manager or Chair so progress is visible.
For the wider leadership layer, interactive masterclasses help small groups of managers lead their teams through change as the business grows.
What it involves: Discovery and reference feedback · development plan · executive coaching · three-way reviews · manager masterclasses
Executive teams and boards that decide well together and hold each other to the plan.
We review an executive team’s composition, goals, roles, processes and behaviours, and how it is seen by the people it serves. Board reviews cover composition, culture, process, the relationship with the executive team and the contribution of each member.
Recommendations come with the work to act on them, from redesigned meeting rhythms to facilitated off-sites.
What it involves: Executive team review · board review · stakeholder perspective · team off-sites · follow-through
Can the organisation absorb the change the plan demands, including AI?
We help leaders put in place what a growing business needs to keep delivering through change. That can mean a company narrative setting out purpose, strategy and values, people systems for hiring, developing and keeping the right people, or change programmes, including AI adoption, paced to what the organisation can actually carry.
What it involves: Company narrative · people systems · change and AI adoption · team engagement · performance improvement
“Scalewell’s specific expertise in culture and leadership is deepening our own understanding of performance optimisation.”
From founder assessments ahead of investment to multi-year organisation design, with PE-backed and growth businesses including Quantexa, Standard Club and Egress.
See our experience →A 45-minute conversation about the situation, the people involved and whether we are the right fit.
