Our Clients Have Shown Us Many Use CasesWith Our Solutions
Our thinking originates from the principle that 40% of enterprise value is created by strong and aligned Leadership. The aim of IntelligentBoardRoom is to create technology that helps us humans to build that strong and aligned leadership through means of continuous feedback. Feedback to leadership as a continuous stream of dialogue is a cornerstone to drive enterprise value.
We call our technology ‘Cognitive Software’ as it helps us humans to have a discussion on Leadership that is as factual and as crisp as a financial conversation. What makes our solutions unique is our approach from Individual Performance to Team Performance and our ability to compare the Capabilities of a Team with the Complexity of the Strategy.
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Use Cases
Below are the nine most frequently shown Use Cases.
The Board always found themselves in difficult conversations when reviewing the top leadership of the company. It was recognized that there was no method behind the debate which led to unstructured and disappointing results. With the introduction of IBR, the conversation became structured and led to tangible results. It was the first time that the Board could understand the stretch for each team in the execution of strategy. Individual development measures started to make sense in light of the comparison against the strategic complexity.
In their support to the Chair and the CEO to build up value fast, the PE firm closely monitors the performance of each of the individuals in the leadership team. Together with Chair and CEO, the PE team decided to have a structured discussion about the top leadership of the portfolio company every 6 months. The leadership positions are the ones that contribute the most to the value creation over the next 3 years. In order to have structured but fast people debates and a facility to compare progress, the PE team introduced IBR as the standard tool. In the meantime, the portfolio companies have also taken over the practice of regular leadership reviews, supported by IBR.
In order to better understand the leadership risks, the investment team spends 2 hours evaluating the leadership of the target company supported by the IBR software. Based on the multiple interactions they had with the team leadership, a first view on the team's capabilities was established quickly. When compared with the complexity of the envisaged new strategy, the key people risks became very clear. One third of the team was definitely not qualified to run with the new plan. This led to a risk adjusted 100 day plan and a discount from the sellers side.
Client strategies are conceived based on rigid methodology, thorough analysis of the markets and deep insights into the financial consequences. The exception is often the analysis of the leadership required to execute the strategy. When it comes to human resources, a company always has to start with what they have in-house. You can not expect a new strategy with a freshly hired team to be successful. So, in order to have a candid discussion with the client the consultant uses IBR to form a "client owned" opinion on the implementation strength of its leadership. It helped tremendously to get the client on-board with the changes that have to happen. More often than not, this has resulted in a recalibration of the strategy and an acceleration of leadership changes.
The company voted IBR as the best tool for their HR Business Partners. It increased the quality of relationship between the HR departments and line management. By using IBR, the topics of discussions became strategic and central to the heart of the business agenda. All of a sudden, a one hour discussion became enough to tackle difficult team performance questions, or to have an in-depth conversation about how far the team could take the strategy implementation. The HR Business Partners experienced that their views were now being sought as part of key business decisions. IBR enabled the HR Business Partners to place the leadership conversation at the heart of the business decisions.
A buy and build strategy is never an easy one when it comes to maximizing the value of the acquisition after purchase. The key factor that determines the success of integration is the way that the leadership goes about it. During the process of acquiring an add-on, the company evaluated the leadership of the target with the support of IBR. Based on the IBR results and the capabilities of the soon to join new leaders, the company came up with a very efficient integration plan. Instead of starting from zero, the company could roll out the leadership integration plan extremely fast.
The Board visit to the individual business unit was traditionally focused on business strategy and operational results. The initiative to include a half day section on leadership started when succession in most leadership teams came up as a serious business risk. In order to have open and constructive leadership discussions with the business unit CEO and in context of the strategy, IBR was choosen as the platform of choice. Limited preparation time, building overview before spending time on the details and judging the team against the strategic complexity were mentioned as the key reasons.
Coaching is about addressing the growth of the individual in its broader context. To better understand the context this executive coach always starts with a review of the team. After a demonstration of IBR, the executive coach decided to use IBR for the initial conversations. The user experience was especially positive because of the ability to simulate the strategic stretch of a team. How far could the team go in the implementation of the strategy? As 90% of executive coaching work is about getting faster and better results, the use of IBR as a primer to start off the conversation proved very effective.
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Frequently Asked Questions
Find answers to the most commonly asked questions below.Evaluate your team’s capabilities using our innovative “Thinking Fast and Thinking Slow” method.
Utilize our Advanced Search feature to identify and assemble the best candidates for your integrated teams.
Assess your team’s capabilities by comparing them against the Strategic Complexity framework.
Upon completing a review, you will gain access to Development Action suggestions and other HR action points to shape your Talent Agenda.
With an average team review time of just 3 hours, you can successfully review more than 20 leadership teams each month.
Collaborate with HR Business Partners (HRBPs) and have the CEO review the top teams to gain a comprehensive understanding of their capabilities.
Cognitive Software For Better People Decisions
IBR is specifically designed to review whether a team may effectively execute current or future strategies.
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