Leadership Financial Behavior
Watch the Video Series
Video #1:
Predicting Leadership Financial Success
Did you know that 45% of CEOs are concerned that their company won't be here in ten years? The financial behavior of its leaders is the best predictor of that outcome. Discover what changes you can make so your company is still standing for future decades.
Video #2:
Leadership Financial Impact
When the CEO drives decision-making in a company, you can expect his or her financial mindset to flow through to every aspect of the business. There's a considerable impact of that mindset on company culture and the psychological safety of employees. Learn more!
Video #3:
Know Who You Are Investing In
The fact is, many merger and acquisition processes start but never complete. Others go through but result in leadership changes not that far in the future. The problem is a lack of due diligence when it comes to the people aspect. Find out why an assessment of the financial behavior of the leadership team can be one of the most crucial elements of the deal.
Video #4:
Behavioralizing the Accounting – Due Diligence
Behavioral due diligence starts with the CEO and senior leadership team, but should also include employees in other layers of the business. The DNA Natural Behavior Discovery Process reveals each individual's behavioral styles. From there, you can determine whether or not the existing team is capable of meeting business projections and achieving growth in the future.
Video #5:
Reducing the Costs of Variable Business Investment Decision-Making
We all make decisions differently; that's human behavior, emotions, and biases at work. But there is a cost to a business when there is variability in decision-making. By providing more training and boundaries, you can bring more consistency in decision-making across your organization, ultimately adding value to your business. Find out more.
Video #6:
Accelerating Value Creation Post-Merger
Understanding the financial decision-making traits and behaviors of the workforce can help you get more value post-transaction. You certainly don't want your deal to fall apart because of culture clashes! So, there's a lot of "people work" needed upfront, during the process, and post-merger. You'll have to go far beyond team-building to get it right. Learn more!