A 5-month project to secure sales and professionalize the transfer of leadership in the family business.
Client and Sector Our client, a well-established company in the sector ICT based Castilla y LeonThe company was facing the most delicate moment in the history of a family business: the generational handover. With a solid track record under the leadership of the first generation, the organization needed to execute the transition to the second generation without internal uncertainty affecting the market.
The Situation / Need (The Pain) The organization faced a dual challenge: emotional and operational. The transition between the first and second generations carried an inherent risk of instability in key account management. Ownership identified the critical need to to ensure the absence of risk in sales During this "bridging" period, a senior, external, and objective profile is required, capable of maintaining commercial traction and preventing customer attrition due to perceived internal changes, all within a cost-efficient model.
The Approach and the Solution EPUNTO EPUNTO immediately activated a Interim manager specialized in Commercial Management and management of family businesses to assume the role of CCO in a format Part-time. During 5 monthsThe executive joined the management committee with a clear mandate: to protect the profit and loss account and oversee the transfer of power.
The intervention focused on three key areas Accountability:
Portfolio Protection: Direct management of strategic clients to convey a message of continuity and corporate strength.
Professionalization of Succession: Intensive mentoring of the second generation, transferring methodology and strategic business vision.
Objectivity in Decision Making: Acting as an emotional "firewall" between generations, ensuring that business decisions were based solely on data and profitability.
Partner responsible for the project
Some questions and answers
What was the main challenge in this project?
The challenge was mitigate commercial risk In a highly sensitive environment such as a generational transition, it was imperative that the market not perceive any leadership gap during the internal change of management, ensuring that revenue remained stable.
Why was an Interim Manager chosen instead of a traditional selection process?
The situation requires a temporary surgical intervention (5 monthsA traditional selection process would have been slow and involved unnecessary fixed costs. The role of the Interim Manager allowed for the incorporation of new talent. seniority Immediacy and external objectivity, something that a permanently hired manager can hardly provide amidst family tensions.
What was the most significant impact in the first 90 days?
La stabilization of confidence in the market. Our Interim Manager acted as a valid interlocutor with major clients, ensuring the renewal of key contracts and preventing the competition from taking advantage of the transition period to gain market share.
How did EPUNTO ensure knowledge transfer at the end of the mission?
Our methodology was based on shadowing. The Interim Manager not only led the area, but also empowered the second generation, providing it with management control and negotiation tools, ensuring that, after 5 months, the successors would have full and professional control of the commercial area.
What differentiating factor did EPUNTO contribute to this solution?
The flexibility of the model Part-time combined with high qualifications (over-qualifiedWe provide a top-level executive that the company could not (or did not need to) hire full-time, offering a high-impact, variable-cost solution with tangible results during a critical period in the company's life.