How Be-EXEC helped a company's founder realign responsibilities, improve communication with their COO, and lay the foundation for sustainable growth.

A private retail company facing internal misalignment between the Founder and the Chief Operating Officer.

The founder approached us with a dual request: to objectively assess the COO’s performance and design a transparent, performance-based motivation system.

The owner sought an expert evaluation of his leadership skills — from decision-making to team management — and was open to strengthening the leadership structure if needed.

• Unclear roles and responsibilities

While the founder and COO had divided operational tasks, the flow of information lacked clarity and consistency, leading to fragmented management.

• Different leadership styles

The owner favored hands-on involvement and directive leadership, while the COO valued autonomy and clarity in goal-setting. These opposing expectations led to frequent tension.

• No clear performance metrics

Without defined KPIs, it was difficult to measure the COO’s effectiveness or have productive conversations about management performance.

To address these challenges, our business consultant Diana Abdrakhmanova designed a tailored advisory engagement:

1. Leadership diagnostics using CliftonStrengths34

Both the owner and the COO completed individual CliftonStrengths34 assessments. These sessions revealed each leader’s natural strengths and potential blind spots, enabling more effective collaboration based on complementary leadership styles.

2. Alignment sessions to clarify expectations

Joint workshops were conducted to align on shared priorities, working principles, and communication protocols. This helped eliminate dual management and reduce conflict rooted in unspoken assumptions.

3. Development of a personalized bonus system

In response to the COO’s desire for income growth, we designed a tailored incentive plan directly tied to business outcomes and KPIs — bringing transparency and motivation to the role.

4. Communication roadmap

We created a clear framework for regular check-ins and a structured process for resolving disagreements which helped reduce emotional friction and increase predictability in the partnership.

• Tensions and misunderstandings between the owner and COO were significantly reduced.
• Each leader gained clear ownership of their areas, improving operational efficiency.
• The COO received a motivating, performance-based bonus structure.
• The owner acquired tools to evaluate leadership effectiveness without micromanagement.
• Most importantly, the business gained stability and readiness for strategic growth.

This case demonstrates how even strained executive relationships can evolve into strong partnerships — when approached with structure, objectivity, and the right advisory support.

If you feel your leadership team dynamics needs a reset — Be-EXEC is here to help. Fill out the form, and one of our business consultants will get in touch.