OUR CLIENTS  |

DRIVING SUSTAINABLE GROWTH AND TRANSFORMATION  |

Our clients are Executive Boards, CEO’s and Leadership Teams of organizations driving sustainable growth and transformation. RIVIONT serves three client segments:

We partner with our clients, holistically and context-driven. We take our task very seriously and see each assignment we do as an opportunity to positively influence the performance and the development of both organizations and individuals.

The company acquired businesses internationally. The existing management doesn’t have the experience dealing with acquiring businesses in other cultures.

How to organize, lead and interact after the deal has been done? We work with the people responsible for post-deal integration and help them to successfully integrate the acquired business.

The company’s performance is below expectations.

We help them to found out the reasons why and advise on the path to restructuring and recovery, guiding and coaching management and the organization.

The high-performing leader has been very successful for the past years, but recently results are dropping down significantly.

We work with the leader and find out how we can help the leader back on track.

The company wants to grow organically and open up new markets. Many examples of large companies who didn’t succeed in another country e.g. Germany, China, Indonesia due to cultural myopia.

We help your business leaders to succeed in Europe, Middle East and Asia.

The company has talented individual players in the management team, but they are not yet an effective, high-performing team.

We work with the team and help them to develop towards an effective, high-performing team.

The corporate leader leads multiple divisions and geographical regions.

We work with the corporate leader to lead and manage effectively, to align the divisions and teams towards the corporate objectives.

The company has strong growth ambitions to scale the business from EUR50 mln to EUR250 mln or from EUR100mln to EUR500 mln.

What’s the impact for leadership, people, culture and for the organization? We help management with the road-map and guide, coach management.

The company wants to change business model or strategy.

We help management transform the company – top-down, bottom-up.

The high performing leader has been very successful as an individual contributor and is promoted to lead a team or multiple teams (remotely). Leading a team requires however different competences.

We work with the leader to succeed and develop the right skills and competences.

The (functional / geographical) leader has been very successful in one country and is promoted for a regional role, leading multiple countries and culture. This requires different competences for the leader to succeed.

We work with the leader and the local leadership teams and help them succeed.

The company moves from centralized to a decentralized regional organizational structure and decision-making. What does this mean for the regional leadership team leading the business and teams across different countries and cultures?

The company is growing fast and needs to professionalize further (e.g. the organizational structure, processes, culture, decision-making and so on). The founder is required to step up and play another role.

We help the founder to lead and bring the company to the next level. We help with succession planning and preparing the company for further growth.

CONTACT RICHARD A. VINCENT
CONTACT US

MID-SIZED AND LARGE ORGANIZATIONS WITH INTERNATIONAL OPERATIONS  |

DEALING WITH A RAPIDLY CHANGING WORLD  |

The world of work is changing rapidly and extremely under the impact of technology, climate change, globalization and demographics. The COVID-19 pandemic has certainly led the world in some unexpected directions. Remote work and virtual meetings are likely to continue and may propel faster adoption of automation and AI, especially in work arenas with high physical proximity.

COMPANIES REIMAGINING AND RETHINKING THEIR ESSENCE  |

Most companies are reimagining themselves right now. They are embracing speed and flexibility and agility, and the flattening of hierarchies in an effort to make decisions faster and better. At the same time, they need to think about the future, how to manage these emerging trends in a globalizing world. That’s a significant challenge for all stakeholders to consider.

We see companies rethinking their essence. What are they really good at? What should they stop doing? A key role for leading these change initiatives is top management together with the senior middle-management levels at regional and country level. The latter two are the ones who regionally and locally must implement the required changes. They are the cement between corporate expectations and regional, local execution, delivery and success. As a business leader, you must simultaneously manage your business, your culture, your team, yourself and your stakeholders. It is not easy to manage those five focus areas simultaneously in a rapidly changing world. After all, a lot is at stake for you as a leader and for your organization, both in emotional and in business terms. Fact is that those who can best manage these areas of focus will survive and thrive.

THE CRITICAL SENIOR MIDDLE MANAGEMENT LAYER  |

That senior middle management layer is therefore critical for large and mid-sized companies. They are your future top leaders, they are the ones discovering, retaining and developing local talents internally. They are the ones people joined as their manager. They identify business opportunities and threats, they are aware of the strengths and weaknesses of the business and of the competition. They will sponsor or block new ideas and innovation. So, this middle management layer is crucial for organizations. They are the future leadership, and they are instrumental for further business success. This middle management layer therefore needs to be developed and groomed further as your potential future leaders. They must be helped to lead businesses across countries, cultures. They must be helped to build diverse and inclusive leadership teams, they must be helped to look beyond their own country or region and help to share best practices globally, regionally and locally.

HIRING AND DEVELOPING YOUR LEADERSHIP TALENT  |

With our suite of solutions RIVIONT helps Boards, Regional and Country Leadership teams to hire and develop the leadership talent they need.

  • We help you to identify your internal top talents
  • We help you to identify gaps based upon the purpose and strategy of the company
  • We help you to hire top talent
  • We help you to develop top talent
  • We help you with building high performing teams
  • We help you creating a culture of success
  • We help you with your M&A integration
  • We help you with transformational change
CONTACT RICHARD A. VINCENT
CONTACT US

PRIVATE EQUITY BACKED & PRIVATELY HELD COMPANIES  |

DEALING WITH DYNAMICS BETWEEN THE SHAREHOLDERS AND THE BOARD IN REALIZING THE ‘BUY & BUILD’ STRATEGY  |

Organizations dealing with Private Equity or Privately Held firms have their own dynamics.

The CEO, COO, CFO and the private equity party or family offices are given a joint responsibility for healthy growth of the organization. Private Equity parties and Family Offices are constantly looking at how they can effectively expand their portfolio. It is up to the portfolio companies to give concrete substance to the ‘buy and build’ by ensuring smooth integration. Research shows that:

  • Up to 50% of investors decisions are based on the quality and integrity of the senior leadership team.
  • In more than 50% of the cases M&A destroys shareholder value
  • In 33% of the cases, value doesn’t change

THE CRUCIAL ROLE OF THE MANAGEMENT TEAM  |

The role and the quality of the Management Team is crucial for further success and to achieve a good exit outcome. It determines if further acquisitions are made.  If things are going well, further acquisitions will be made to scale. If the interaction and relationship run less smoothly, no new acquisitions are made with the portfolio organization.

CREATING FURTHER VALUE AND PROFESSIONALIZING THE COMPANY  |

RIVIONT assists both the management of the portfolio company and the PE investor or Family Office in creating further value and further professionalizing the company.

The strength of the company is determined by the Management Team, the way they think, act and react. We understand the unique culture of Private Equity or Family Office and identify and assess individuals who fit this culture. We also understand what makes a good leadership team.

We understand as a business leader, you must simultaneously manage your business, your culture, your team, yourself and your stakeholders. It is not easy to manage those five focus areas simultaneously in a rapidly changing world. After all, a lot is at stake for you as a leader and for your organization, both in emotional and in business terms. Fact is that those who can best manage these areas of focus will survive and thrive.

  • We help to build the right team for success
  • We help the business leaders to lead and manage bigger companies
  • We help to build a strong foundation, structure and culture
  • We help with M&A integration
  • We help with the international expansion strategy
  • We help with overcoming cultural differences
  • We help with aligning leadership, strategy and organizational culture
CONTACT RICHARD A. VINCENT
CONTACT US

PROFESSIONAL SERVICES FIRMS  |

FINDING, ATTRACTING AND RETAINING EXPERIENCED TOP TALENT IN A TALENT SHORTAGE WORLD  |

Finding, attracting and retaining experienced top talent in a talent shortage world is the No 1 challenge for Professionals Services firms in Audit, Tax, Corporate Finance, M&A and Due Diligence. What differentiates each of them is People. The quality of service offering and therefore the potential for top-line growth and bottom-line profitability, first and foremost is driven by attracting and developing great people. People with the right experience, competences, values, passion and culture fit.

CAREER PATH OF TODAY’S PARTNERS DIFFERS FROM NEXT GENERATIONS  |

The Partners of these firms have a rare combination of commercial acumen, relationship building skills, subject matter expertise, experience and personal characteristics that drive long-term value creation. They have made the successful effort to climb through the ranks, have put in all the long hours and hard work. They have made significant sacrifices to be where they are today. It speaks for itself that most of them want to stay where they are and maintain their position as Partner.

As Partner they must simultaneously manage their business, their culture, their team with different generations, themselves and their stakeholders. It is not easy to manage those five focus areas simultaneously in a rapidly changing world. Different generations have different needs. In today’s world the younger generations are looking for other career objectives than the Generation X.  They have different ideas about work and most of them do not want to become a Partner, they prefer to have a better work / life balance.

As Managing Partner and as Board Member you have to manage the Partner Group, the different individual interests, the different business lines and at the same time create the culture and set the strategic direction. It requires a Managing Partner and Board Members able to shift styles between facilitating, serving, guiding and coaching as being directive and driving if and when the situation is required.

Also, they have to manage the five focus areas – simultaneously manage your business, your culture, your team, yourself and your stakeholders. In general, a lot is at stake for them as Board Team, Partner, for their firm as for their customers, both in emotional and in business terms. Fact is that those who can best manage the five areas of focus will survive and thrive.

FINDING AND DEVELOPING TALENT AND CREATING THE CULTURE FOR SUCCESS  |

RIVIONT works with these Professional Services firms to find and develop the talent they need, to create the culture for success across locations, lines of businesses and in Partner Teams.

  • We help with hiring at Senior Manager / Director / Partner level
  • We help with succession planning of the Partner group
  • We help the Partner, Director and Senior Manager Team in leading their businesses, their teams, their culture, themselves and their stakeholders
  • We help with further professionalizing their employee value proposition
  • We help with building their talent pipeline and hiring great people in a talent shortage world.
CONTACT RICHARD A. VINCENT
CONTACT US