Challenge: The management team responsible for customer-facing digital platforms and services found itself at a strategic crossroads. Despite the company’s commitment to innovation, leadership struggled to balance modernizing core operations with driving transformative, data-driven solutions. 

Key issues: 

• Strategic Dilemma: Should they focus on optimizing existing operations (commoditization) or pivot toward disruptive innovation? 

• Leadership Fit: Is the current leadership team equipped to navigate this strategic inflection point? 

Solution: Using our ASP Model (Ambition, Superpowers, Performance), we evaluated whether the team was structured to drive long-term innovation or merely sustain existing processes. The analysis revealed: 

• The team was internally focused, lacking external market sensitivity. 

• A skills mismatch between current leadership and the needs of a high-innovation strategy. 

• Slow decision-making due to over-reliance on structure and predictability rather than adaptive leadership. 

Key actions taken: 

1. Leadership Transition – A CEO transition was implemented to shift leadership towards a more future-oriented profile. 

1. Strategic Focus – Regular scenario planning sessions were introduced to align efforts with emerging market trends. 

1. Team Collaboration – Strengthened cross-functional collaboration, ensuring specialists complemented execution-focused roles rather than operating in silos. 

1. Communication & Alignment – Clear protocols were introduced to drive measurable outcomes in innovation projects. 

Result: 

• Faster innovation cycles, as projects moved from ideation to execution 2x faster. 

• Stronger strategic alignment, with leadership capable of balancing both operational efficiency and forward-thinking innovation. 

• Higher engagement, as the right mix of structure and agility was established. 

Is your leadership team evolving in sync with your company’s strategic needs, or is outdated leadership blocking innovation?

Solution: Through our ASP Model (Ambition, Superpowers, Performance), we measured whether the CEO had transitioned from an Inventor/Builder to a Strategic Leader. The data supported hiring a COO to lead execution while allowing the CEO to focus on vision. 

Result: 

• Company valuation increased due to stronger leadership structure 

• Scaling accelerated without losing founder-driven culture 

• Private equity investors gained confidence in the company’s next growth phase 

Is your leadership evolving in sync with your company’s growth?