Design Build Landscape firm in a very competitive high
end wealthy market, embarking on a period of rapid
growth. Owned by two partners. One location and one
product line. At the start, little depth in key
professional positions: sales, design, project and
production management and admin. The firm had been in
business for several years with a good reputation for
quality and customer service.
advantage of large influx of business to grow
substantially in size and build a deeper team of
professionals. Become a market leader in the area.
Maintain a high end company image. Develop better
business model including financial metrics.
five years, several major initiatives and actions were
taken working with the owner and staff of the firm.
Existing team of owners and senior managers attended
numerous ODA public, private and advanced seminars.
Evaluation, position by position, on the number and type
of employees needed to sustain growth.
Critical positions developed including: senior designer
sales, senior designer, project manager, foremen with
extensive benchmarking to industry standards for
qualifications, performance, structure and compensation
Recruiting of increased staff for all of these positions
Development of compensation system
Evaluation and development of all administrative
structure and systems matching the growth in the firm
Evaluation and implementation of opportunities for
growth both in product lines and locations. New lines
and locales opened.
continuing basis all middle level managers and
professionals trained including Kraft/ODA public
Extensive development of production management and
Recruited and oriented Controller for the firm.
Ongoing coaching of owners and senior management team.
The partner’s goals were met for the overall growth of
the business, the development of a deep bench to take
advantage of opportunities and the diversification of
the business into new business areas and geography.