Full Circle
Maximising the talents within individuals and teams
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"Having hired Jo on numerous occasions, I can’t recommend her enough. To start with, Jo helped us work out what was really needed rather than just selling us what thought we needed – which would be the easiest option for her. During the planning phase, Jo demonstrated her in-depth knowledge of both the Insights system as well as the challenges faced in business. Jo is a very talented trainer and feedback from attendees was all about how engaging she was and how well she explained key learning points. If you work with Jo you will get results."

Testimonials

Management Due Diligence

We are proud to assist Investment Organisations in generating greater understanding and insight on how to work with management teams and make best use of the talents of the key individuals. The Management Due Diligence process is designed to help identify how businesses can achieve even greater performance.

We aim to give objective, third party advice on how an Investment Organisation might best work with a management team. By understanding the strengths, motivation, aspirations and areas for development, we aim to fully understand the capability of the management team.  We can then provide advice on how to best manage and develop important individuals within key strategic areas of the business.

Our approach to Management Due Diligence is formulated around a professional process of interviewing and using psychometric tools that benefits the investors and management teams as they prepare for a new and exciting phase in the development of the business.

How does this approach benefit organisations?

A cohesive and strong management team plays an important part in the success of an investment. Understanding how individuals and more importantly the team as a whole will react to future changes, pressure and strains will enable more informed decision making. We can help by:

  • Understanding how the relationship between an Investment Company and the business management team might develop
  • Considering the amount of relationship friction within the team and how to reduce it
  • Providing recommendations for future team composition
  • Understanding the strengths and weaknesses of each individual and any development
    requirements that are appropriate
  • Understanding the natural dynamics and interactions within the team