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Construction – Operations

Company Size & Timeframe

  • $30 million in revenue
  • 4 days/week, 6 months

  • Results

    • 60% improvement in lead time
    • 75% reduction in customer returns
    • 75% reduction in involuntary employee turnover in plant

  • Company Profile & Position

    • Family-owned
    • Interim COO

  • Situation

    • Quality issues
    • Father wanted to retire but did not have a viable succession plan in place
    • Not sure whether to keep family member in place as COO or replace

  • Implementation

     

    • Implemented SOP for quality improvement
    • Set specific goals and objectives for current COO with accountability system
    • Upgraded reporting system for engineering and programing
    • Reorganized engineering into multishifts
    • Managed and improved engineering department
    • Assessed and hired replacement COO
    • Bridged transition of leadership
    • Established succession plan
    • Coached family member and placed in a new position to maximize value

Cerius Insights

Selecting Your Heir Apparent – Whether you have a set time period for your exit or nothing on the horizon, it’s always a good idea to be working on your succession planning and selecting your heir apparent. While it can never be too early to start working on this, you don’t ever want to be in the situation where it’s too late.

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