Spiique Solutions

CLOSE THE EXECUTION GAP BY BUILDING AND USING IN-HOUSE CAPABILITY

We’re often introduced to leadership teams when there’s a natural pause for reflection and an opportunity to ensure their organisation is aligned with its strategic priorities and the environment. 

When to introduce Spiique:

  • Change in executive leadership

  • New Board composition

  • Change of ownership

  • Capital raising or refinancing

  • Exit or divestment

  • New strategic direction

  • Stakeholder scrutiny

  • Focus on strengths or weaknesses

  • Unexpected opportunities or threats

  • Internal crisis

Typical symptoms:

  • Stretched leadership team

  • Dysfunctional behaviours

  • Out of date plans

  • Cultural misalignment

  • Operational failures

  • Waning stakeholder support

  • Instability

  • Organisational inertia

  • Bias for action over problem solving

  • Liquidity or funding constraints

Because our Spiique Leaders bring the practical experience each has gained as a member of high performing leadership teams, it only takes a 45-minute conversation to “frame the game” and build a compelling case for the leadership team to invest a little time in themselves to yield significant returns.

 

What challenges are you dealing with today?

Too many burning platforms

Too many burning platforms

Leadership gaps

Leadership gaps

Team overstretched

Team overstretched

Organisation inertia

Organisation inertia

Critical timelines

Critical timelines

Elephant in the room

Elephant in the room

Cultural change needed

Cultural change needed

Unanticipated crisis

Unanticipated crisis

Results heading south

Results heading south

Expectation gaps

Expectation gaps

Stakeholders applying pressure

Stakeholders applying pressure

Strategic change needed

Strategic change needed