A2B Advisors provides companies with a framework to get from where you are today to where you need to be tomorrow. 

With a heavy emphasis on increasing revenue and bottom line results, the A2B process-driven system is proven to help leaders accelerate decision making and growth across all areas of an organization. The operating system looks like this:

Focus

One of the most important roles that we play with our clients is to help them understand and clarify focus. We use a structured approach that helps companies identify their “hedgehog”, or the intersection of passion, expertise and target customer that defines their competitive market niche.

After this, we help clients develop one year and three year goals for the company.  The one year goals are broken down by quarter. These are then formalized to cascade throughout the organization with departmental and individual accountability.

Plan

After focus has been achieved, we develop departmental and individual one year goals, broken down by quarter, that tie to the overall company goals. This is accomplished by action plans that outline a plan of attack by priorities.

The second phase of planning is to differentiate core job responsibilities and big improvement projects. From there, we establish cross-functional teams to address big projects with strategic accountability tied to individual leaders.

Score

With a plan in place, we develop weekly and monthly key performance indicators. We use these to establish a rhythm of communications that consistently identifies challenges, helps set priorities, and keeps everyone focused.

This measurement process is the backbone of the A2B execution framework.

Process

As a third party, we bring over 20 years of experience to help you analyze how you get stuff done. This is essential to ensure a continuous evolution of all your systems of execution.

This can be as basic as data warehousing, customer support and financial systems. It also includes how you conduct meetings and how communications are handled.

Culture

Identify, publish and work from your core values.  This is even more important than developing your core purpose. Develop a system of hiring around the right core competencies. Obsess over the process which governs hiring.

Secondly, we develop an ongoing performance appraisal and employee development processes. Lastly, we develop a culture of celebration that regularly engages everyone with intent.

Communicate

Communication does not happen automatically. Schedule regular communication for all constituencies - internal teams and employees, investors, bankers, board members, customers, etc.

Most importantly, it is critical to schedule preparation time to do each communication well.

Mindset

We are all limited by our own beliefs about our abilities.  Often, our vision of ourselves and our organization lags behind the growth of the company.

Unless you can first identify these self-limiting beliefs, you will never be able to challenge them.

Case Studies