Adam Stein’s Post

This article from HBR describes startups and SMBs hiring seasoned, executive talent on a fractional basis. It is a great way to officially announce 12th Street Advisors! Since launching 12th Street Advisors I’ve gotten to help founders with growth strategy, optimizing profitability, financial management, capital-raising preparation, and a host of other business challenges. If you think your organization would benefit from this sort of help, drop me a note! https://lnkd.in/dR3c2ZKP

We are proud to have been a Buy-Side Sponsor of last week’s Three Part Advisors Ideas Investor Conference in Chicago. This was a great opportunity to spend time with management from some current holdings as well as a few potential new names. As long-term micro-cap investors, we use these meetings to explore how a company’s leadership team thinks about: ·      Capital allocation ·      Long-term opportunities and risks ·      Organic vs. inorganic growth ·      Long-term industry trends And we don’t waste time trying to pry hints on a company’s near-term revenue and earnings outlook. We invest in companies because we want to be partners with their leadership and we see long-term value. Three Part provides a terrific lineup of companies to take the deep fundamental dive we seek. Thanks Steven Hooser and the outstanding team at Three Part Advisors.

This article from HBR describes startups and SMBs hiring seasoned, executive talent on a fractional basis. It is a great way to officially announce 12th Street Advisors! Since launching 12th Street Advisors I’ve gotten to help founders with growth strategy, optimizing profitability, financial management, capital-raising preparation, and a host of other business challenges. If you think your organization would benefit from this sort of help, drop me a note! https://lnkd.in/eNzR_BMk

Bingo. This article captures exactly what I'm able to offer clients that might really benefit from some additional, senior expertise in the business lending solutions space, but whose budgetary constraints may limit their ability to create a full-time executive role. Whether you're a bank or non-bank lender looking to increase your volume, sales efficiency or improve customer experience, or a financial services firm or any business with a large number of business owner clients looking to add depth to your relationship with those clients, I would be very interested in speaking with you. Thanks to HBR for the thoughtful content and special thanks to Jackie Weiss for the post... #banks #nonbanklenders #strategicalliances #strategicpartnerships #businesslending #smallbusinessloans #SMB #financialservices #wealthmanagement #financialadvisors #RIA #brokerdealers #independentfinancialadvisors #SBA7a #USDALoans

Fractional hires are a great way to get top talent. Jackie Weiss is a knowledgeable resource and shares an HBR article to explain the advantages, for those who are unaware. I recommend tapping into fractional work for both the company and job- seeker. Check out 12th St Advisors for fractional help with growth strategy, capital-raising preparation, financial management or other business challenges you need help with.

The storm is here. And it's not leaving anytime soon. In times of economic crisis, most companies are doing everything to stay afloat. And that's when fractional executive roles actually come into play, especially for the CRO/CFO positions. Enter fractional executive roles. 👉🏼 Save costs 👉🏼 Access top talent 👉🏼 Discover new ideas 👉🏼 Get senior-level experience 👉🏼 Gain a fresh perspective But it's not just about cost savings. It's about having the right skills and experience to power through a crisis. The truth is, many companies are going to go under because they don't have the leadership they need to ride the tide. Fractional CROs and CFOs bring that leadership to the table. They can deliver a strategic plan to recover, fundraise, and restructure your business. So don't wait for the storm to pass. Bring your A-game together with the experts to ride the storm.

Recent high-profile exits at Wealthtime, as well as significant staffing changes over recent years, may underline the potential volatility that businesses can face. Such shifts in your executive suite could hint at periods of instability. Have you thought about how your company would navigate through this? Having an effective succession plan is integral to maintaining balance and ensuring continuity of leadership. High-level personnel changes can impact your company's strategic direction and overall market perception. It's not merely about filling a position; it's about protecting your organization's future. As a Business Consultant, I've helped numerous companies like yours to develop critical succession strategies and leadership development plans, ensuring smooth transitions when change is on the horizon. So if you're wondering, 'Are we prepared for leadership changes?' or 'How can we avoid potential disruptions?' - you're not alone. Let's discuss how your company can fortify its strategy for potential executive changes. Let's create a resilient future for your business together! #[CompanyName] #[BusinessConsulting] #[SuccessionPlanning]

As a private equity partner, you understand the importance of long-term strategy across your portfolio. Having a well-defined succession plan in place for each portfolio company is not just a strategic move, it actually adds value at exit. Here's how you can begin crafting your succession plan: - Anticipate Leadership Changes: Identify potential gaps and prepare for different scenarios. - Identify and Develop Talent: Recognize high-potential individuals and invest in their growth through mentorship and tailored training. - Build a Strong Leadership Pipeline: Cultivate a pool of qualified candidates by offering clear career paths and diverse exposure. - Prioritize Cultural Alignment: Ensure successors embody your firm's values and ethos. - Communicate Openly: Keep stakeholders informed about succession plans to foster trust. - Regular Evaluation and Adaptation: Continuously assess the plan's effectiveness and adapt as needed. Investing in succession planning isn't just about safeguarding legacies; it’s also about positioning your portfolio companies in the best light for future acquirers. Ready to increase the value of your portfolio companies at exit? Click the link to learn how Thrive can help you develop robust succession plans tailored to your needs: https://2ly.link/1xTqn 

MUST READ for anyone operating in Private Equity. A great Talent Strategy has to be more expansive than just recruitment and assessment of the executive team. There are many more talent levers that can/should be pulled to advance the value creation plans of most portfolio companies.