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Telling a Partner to “originate $10M in new business” without defining the path is like telling a baseball team “go win the World Series” without talking about at-bats, pitching, or how you’re actually going to score runs. From my experience, here’s how it usually goes in most firms: 🔷 The new Partner is issued an objective - usually a revenue target. (“Win the World Series”) 🔷 They are provided minimal guidance on how to succeed. (“Score more runs than your opponents”) 🔷 Performance conversations are too little, too late. (“What if we moved you to third base?”) 🔷 Coaching quickly becomes counseling. (“Toledo might be a better place for you.”) What’s missing? The middle. Firms are clear about the beginning (the target). And the end (the outcome) is, of course, the easy part to judge. But most firms skip the part in between—the specific actions that clearly connect the dots between the target and the desired outcome. The scoreboard is important – how many runs, outs and innings played – but the actions necessary to win are what drive performance. That’s where Traction Planning comes in. It’s about moving beyond vague activity tracking (“did you ask for meetings?”) to clear, measurable steps that link to the ultimate goal. When we develop a #TractionPlan for a new Partner, we work with our clients to understand role content and performance expectations, develop insights about the individual Partners we work with through qualitative data gathering and psychometric assessments and then combine all the information to develop an actionable plan to leverage strengths and address gaps to accelerate performance. Professional services #Partners are detail-oriented and diligent by nature. They seek data, look for patterns and create specific solutions in often ambiguous situations. We build traction plans similarly, in a way that is natural and constructive for professional services firm leaders. Otherwise, you’re just asking them to win more games by scoring more runs than the other team. And your Partners already know that part. Where they usually need help is in the “how.” Every Partner we work with at Kinavic Leadership Acceleration develops a tailored Traction Plan in partnership with their sponsor that clarifies how to accelerate their performance. When that Traction Plan is paired with ongoing performance coaching, the Partner, their sponsor and their Kinavic Executive Advisor all work together on the priorities that will help them perform better faster. Send me a message if you’d like to learn more about our approach. #professionalservices #performance #consulting Kinavic Leadership Acceleration Angela Navarro Clark R. Beecher Tim Reagan Mo Captan Jill Ratliff Stephanie Anderson Beecher Reagan Chad Miles Alicia Stewart Kristina O.

So many firms approach #Partner hiring and performance like driving down a familiar road at night with their headlights off. Because they’ve been there before, they become comfortable going on autopilot. They feel that they “know what good looks like” and that if enough people give a candidate the “thumbs up” during the interview process, the Partner will succeed. That if the resume is solid and the references check out, then they are good to go. That the new Partner will hit the ground running. Sure, this happens sometimes. In the best of cases. But not often enough. Not quickly enough. Certainly not every time. The reason is that just because you know the road doesn’t mean you will see everything. The deer running across. The giant branch that just fell. The new pothole. All the things you could see and address if you had your headlights on. Helping new Partners succeed is similar. Every Partner you hire, promote, or inherit has gaps as well as strengths. Always. Selecting new Partners based on visible factors alone – resumes, interviews, references – and expecting success is a significant, and avoidable risk. While you may have vast experience selecting Partners, it’s never a good idea to drive with your lights off. With your headlights on, you’ll make the invisible, visible. Using data, psychometrics, and behavioral analytics, you’ll now see what you’re actually getting. And once you see it? Then you can build tailored traction plans—informed by data—that address those gaps from day one. That’s the essence of performance acceleration. Use psychometric data to identify the invisible strengths and gaps, then design and implement a plan to address them to help Partners perform better, faster. Because firms that accelerate Partner performance understand that they must see and address both what is visible and what is invisible. To succeed, they need to know the road and turn on their headlights. 📫 Otherwise, that new mailbox won’t be around for long. #ProfessionalServices #PerformanceAcceleration #Consulting Kinavic Leadership Acceleration Angela Navarro Clark R. Beecher Tim Reagan Mo Captan Jill Ratliff Stephanie Anderson Luis Alberola Beecher Reagan Chad Miles Alicia Stewart Kristina O.

We continue to see PE deals in professional services that get the numbers right and the people wrong. Often, the Partners tasked with delivering growth aren’t given the clarity, tools, or support to succeed at private equity pace. Here's where the gap comes from—and how to close it: https://lnkd.in/eMWmQQmK #professionalservices #privateequity

Two Partners in a professional services firm are sent off on a mission. The goal? Ascend 3,000 feet in 4 hours. Partner 1 is placed a few feet in front of a 3,000 ft tall rock face. They’re given basic climbing equipment and a couple of online training courses on the basics of rock climbing. Then, they’re left on their own to figure out how to climb 3,000 feet in 4 hours. Although they’ve climbed before, this is a completely new rock face that will require different technical abilities and skillsets to succeed. The risk involved? Well, falling thousands of feet comes to mind. Partner 2 is taken to the same starting point and given a map of a trail that goes up the side of the mountain. It will cover the same elevation gain, but at a much steadier and predictable rate. Not only is the Partner given a map and supplies to start the hike, but they also get a hiking companion to accompany them on the journey. The companion helps them stay at the right pace, hydrate, and overcome the mental barriers to completing the ascent. The risk involved? Not much. While missteps on the trail may happen, they’re unlikely to derail progress in a significant way. No one is going to fall thousands of feet. Similarly, Partner 2 is told they are expected to reach the desired elevation within 4 hours. Which one are you betting on to reach the destination after 4 hours? Why tell this story? Well, it came to mind because a former employer of mine took us rock climbing as part of its Partner Development Program. More importantly, rock-climbing Partner 1’s experience is representative of the way most professional services firms prepare and support newly promoted or hired Partners. Partners complete one-size-fits all onboarding, receive a laptop and a call list, and are sent on their way with the expectation that they’ll perform within 2 years. Partner 2 (the hiker) represents Kinavic's approach to Partner performance acceleration. We quite literally provide Partners a ramp to reach their expected performance in a more tailored and effective way. When Partners are equipped with personalized psychometric data, insights into how they can leverage strengths and address barriers, and an executive performance coach to accompany them on the journey, it’s no wonder they’re better set up for success. If “ramp time” represents how quickly a new Partner can get up to speed and meet performance expectations, Kinavic Leadership Acceleration specializes in building the ramp and helping Partners to climb it. With Partners being disproportionately important to firm success, hope is a poor strategy when it comes to their performance. Angela Navarro Clark R. Beecher Tim Reagan Mo Captan Alan Whitman Jill Ratliff Stephanie Anderson Alicia Stewart Luis Alberola Beecher Reagan Chad Miles #professionalservices #timetotraction #performance #performanceacceleration #partners

Your firm is looking to grow, so you hire a proven “rainmaker” consultant to help you scale. What we're seeing is that 1 in 10 of these Partners will meet their targets in the expected timeframe. Many will fail in the first two years. Others will stay and underperform. So, as a firm, you end up missing your growth targets. Yet we continue to see firms expect that proven lateral hires are guaranteed to perform. So what gets in the way? The same job at a new firm is not the same job. The job may be similar, but everything else has changed. - the environment - the culture - the service offerings - the sales process - the relationships - the brand - the pressure What we find is that firms aren’t prepared to effectively integrate new Partners and enable them to hit the ground running. The formula for helping Partners perform better, faster requires: - Using targeted insights from industry-specific assessments - Clearly defining and measuring success - Building individualized performance plans - Utilizing an effective sponsorship program - Tailored performance coaching - Leveraging outside perspectives How long will firms continue to run the same playbook and expect different results? Maybe it’s time to do something differently… If so, reach out. Thanks to Brent Trimble and the team at Kantata for having me on The Professional Services Pursuit Podcast. You can hear the full episode (#90) by searching for Professional Services Pursuit wherever you get podcasts. #partner #performance #professionalservices

25 years in professional services and human capital taught me this: great strategies, appealing cultures, and solid people plans don’t always drive performance. I wanted to know why... In partnership with Executive Retained Search firm Clark R. Beecher, we set out to examine what makes a Partner successful in professional services. Supported by the folks at Hogan Assessments, we studied Partners who performed in the top 20% of their peer group and developed a proprietary competency model that outlined the psychometric data and tendencies of high-performing Partners in professional services. That competency model, The Verity Leadership Assessment℠, now serves as the foundation to our Partner performance acceleration framework. We use data from the assessment to draw insights on how Partners can leverage strengths and address barriers to performance. Those insights are used to develop tailored traction plans and inform ongoing performance coaching to drive business performance in the role. Our approach is built around helping professional services Partners perform better, faster—allowing firms to reduce Partner time to traction, improve turnover, and drive practice and revenue growth. Reach out if you’d like to learn more about how we can support and accelerate the performance of your Partners. Thanks to Brent Trimble and the team at Kantata for having me on The Professional Services Pursuit Podcast. You can hear the full episode (#90) by searching for Professional Services Pursuit wherever you get podcasts. #partner #performance #professionalservices