How a Successful C-Suite Manages Strategic Risk

Corporate Management

Jeff Bartel

Chairman and Managing Director

Strategic risk management is a critical component of any successful business strategy. In today’s ever-changing business environment, strategic risks can arise from anywhere, including regulatory changes, geopolitical events, technological disruption, and shifts in consumer behavior. Therefore, a successful C-suite must have a proactive approach that includes identifying and mitigating risks, fostering a culture of risk awareness, and working collaboratively with strategic advisors.

Reducing Operational Strategic Risk by Improving Efficiencies

Operational risks can impact a company’s bottom line and hinder its ability to achieve strategic objectives. The C-suite can reduce operating and strategic risk by improving efficiencies, streamlining processes, and adopting new technologies to enhance productivity and reduce errors. For example, they can implement lean methodologies, invest in automation, and use data analytics to optimize operations and reduce costs.

Companies can also improve their agility and responsiveness to changing market conditions by reducing operational risks. Adapting to disruptions and maximizing opportunities becomes more accessible as a result.

Identifying Market-Based Strategic Risks to Revenue

Market-based strategic risks are external factors that could impact a company’s revenue. The C-suite must identify and assess these risks to develop effective strategies that mitigate the risks and maintain revenue growth. For example, they can conduct market research, monitor industry trends, and develop contingency plans to respond to changes in market demand. Additionally, they can invest in innovation and research and development to stay ahead of competitors and anticipate shifts in customer preferences.

Companies can diversify their revenue streams and explore new markets to manage market-based risks. Having a diversified portfolio of markets and products can minimize the dependence on one market or product.

Strategic Risk to Your Brand in Today’s World

One of the most significant strategic risks companies faces today is damaging their brand reputation. Adverse publicity or a crisis that harms a company’s image and reputation can have long-lasting effects on its bottom line. The C-suite must understand the strategic risks associated with its brand and take proactive steps to protect it. For example, they can develop crisis management plans, implement corporate social responsibility initiatives, and invest in cybersecurity measures to protect customer data.

In addition to these measures, companies can leverage their brand’s power to build resilience against reputational risks. The company must develop a positive company culture aligned with its values, engage with its customers through social media, and invest in brand-building activities.

The Role of the C-Suite in Strategic Risk Management

The C-suite plays a critical role in strategic risk management by setting the tone and culture for risk awareness and mitigation. They must foster a culture of risk awareness and ensure that risk management is integrated into the organization’s decision-making processes. To achieve this, they can develop risk management frameworks, assign clear roles and responsibilities, and establish ongoing risk monitoring and reporting processes.

Furthermore, the C-suite must lead by example and demonstrate a commitment to risk management. They can do this by participating in risk management activities, supporting risk management initiatives, and prioritizing risk management in their strategic planning.

How Strategic Advisors Help You Manage Strategic Risk

Strategic advisors can bring a wealth of knowledge and expertise to help the C-suite navigate complex risks and identify emerging trends that could impact their business. In addition, they work collaboratively with the C-suite to develop and implement effective risk management strategies that align with the company’s strategic objectives. By working with strategic advisors, companies can benefit from an outside perspective and specialized access to expertise that may not be available in-house.

At Hamptons Group, our team works with clients, partners, and the companies we invest in to identify potential risks, develop mitigation strategies, optimize upside, and provide ongoing support and guidance. 

Organizational Design and Human Capital in Remote Work Environments

Corporate Management

Jeff Bartel

Chairman and Managing Director

The global pandemic has brought about a seismic shift in how we work, with remote work becoming the new normal for many businesses. The places, manner, and even times of our work have seemingly forever changed. As companies adapt to this new reality, it is critical to consider how remote work environments impact organizational design and human capital.

In this article, we will explore new strategies for remote team building and collaboration and the impact of remote work on organizational design and human capital management. We will also discuss the importance of organizational culture and leadership in promoting a positive work environment and the role of strategic advisors in organizational design.

Remote Work Organizational Design

Remote work can also pose organizational challenges like communication and collaboration issues. For example, a survey by Buffer found that 20% of remote workers struggle with communication and collaboration.

One of the critical challenges of remote work is maintaining team cohesion and culture in a virtual environment. Assigning the roles and responsibilities for remote workers is an essential step for ensuring that everyone understands their role in the team. Leveraging technology can also help maintain team cohesion and culture, such as video conferencing tools for virtual team meetings.

When designing an organizational structure for remote work, it is essential to consider the unique challenges that remote work presents. Organizational design principles that were once geared towards in-person work environments may need to be re-evaluated in the context of remote work. For example, a more flexible organizational structure that allows for more autonomy and self-direction may be more effective in a remote work environment.

Companies with effective remote work organizational design include clear communication channels, virtual team-building activities, and remote work policies and procedures. Remote work organizational design should also focus on employee well-being, with measures such as regular check-ins and providing resources for mental health support.

Benefits of Effective Organizational Design for Remote Work

Remote work has been found to increase employee productivity, with a study by Stanford University showing that remote workers are 13% more productive than their office-based counterparts.

Remote work can also lead to cost savings for organizations, with a report by Global Workplace Analytics estimating that employers can save up to $11,000 per year per employee by allowing them to work remotely.

Human Capital Management

Remote and flexible work environments also impact human capital management, including recruitment, retention, training, and development. Therefore, businesses must provide a flexible and supportive work environment that empowers employees to succeed remotely to attract and retain top talent.

Investment in human capital is critical to the success of remote work. In a Harvard Business Review article, “Why Every Organization Needs a Chief Remote Work Officer,” the authors suggest that businesses need to invest in a “chief remote work officer” to oversee the human capital needs of remote workers.

Organizational Design and Work Culture

A man working on his organizational structure and design of remote work.

Organizational culture is critical in promoting a positive work environment and fostering employee engagement. The importance of this is especially evident in remote work environments, where employees may feel isolated and disconnected.

A study by the Society for Human Resource Management (SHRM) found that companies with high levels of employee engagement had a 19% increase in operating income compared to companies with low levels of employee engagement.

Building a strong organizational culture in a remote work environment requires intentional effort. Creating virtual team-building activities, fostering social interaction, and promoting open communication are ways an organization can accomplish remote work culture.

Leadership and Organizational Design

Effective leadership is critical to the success of remote work environments. Remote leaders must build an effective organization, manage virtual teams, and ensure communication and collaboration in a virtual environment.

Therefore, leadership development is a crucial aspect of organizational design for remote work. Providing leadership training and development opportunities can help remote leaders develop the skills they need to succeed in a virtual environment.

Strategic Advisors for Organizational Design

Businesses may also benefit from working with strategic advisors to develop and implement effective organizational design strategies for remote work environments. In addition, strategic advisors can provide expert guidance on organizational design principles, human capital management, leadership development, and more.

In summary, Hamptons Group is well-equipped to advise businesses on effective organizational design for remote work environments, drawing on our expertise in organizational design and development, human capital management, and leadership development to help organizations navigate the challenges and opportunities of remote work.

A  Sustainable Future with Adaptive Planning


Jeff Bartel

Chairman and Managing Director

The global pandemic taught business leaders the importance of remaining flexible and adapting quickly to changing markets. The effects of COVID-19 may be subsiding, but the need to remain adaptive has not. Between emerging technologies, shifting consumer demands, supply chain disruptions, and inflation concerns, today’s organizations must have the ability to veer and adjust as necessary. The adaptive planning model is an effective way to build flexibility into your business strategy. 

The Importance of Adaptive Planning

Adaptive enterprise planning involves building a flexible business plan that can easily adjust to shifts in various factors, such as goals, objectives, customer demand, dependencies, constraints, risks, and feedback. Some business leaders incorrectly use the terms agile planning and adaptive planning interchangeably. Despite their similarities, these planning methods differ in both scope and purpose.

While agile planning focuses on building flexibility at the operational level, adaptive planning is done at the organizational level. Adaptive planning requires collaboration from all key players. Several factors make now the right time to switch from a traditional planning model to an adaptive one.

Ability to Adapt to Shifting Markets

It is imperative that your company is flexible enough to adapt to the changing market of today. Adaptive planning assumes that changes will occur. Consequently, businesses have to evaluate and adjust their business plans.

Prepare for the Future

Since adaptive, flexible planning requires frequent assessments, it allows your team to forecast the future needs of the company better. This step enables your company to readjust its business plan to prepare for the future. This continuous cycle of assessment and adjustment can give your company a competitive edge so it can remain relevant and successful.

Data-Driven Decisions

One of the best benefits of adaptive planning is that it allows businesses to make collaborative, data-driven decisions. Building an effective adaptive planning model requires collecting and analyzing various data points. With this process already built into your business model, your teams always rely on the real-time planning potential it needs to make sound business decisions.

Build Resilience into Business Plan

Most importantly, adaptive strategic planning can help build resilience. It allows your company to prepare for the unexpected. So, when markets shift, supply chain challenges occur, or a labor shortage hinders production, your company will not be stuck navigating these issues with a rigid, traditional business plan. Instead, it can quickly set new goals, shift priorities and efficiently communicate these changes to all key players.

Steps for Effective Adaptive Planning

Studies show that 90% of small business owners have concerns about inflation, yet less than 25% have any type of plan in place to deal with this challenge. This statistic is concerning at best. Adaptive planning cannot only help your organization deal with inflation concerns, but it can help it navigate a variety of challenges.

It is necessary to set up a business planning process to be effective. Here is a look at the main steps of adaptive business planning.

Set Business Plan Objectives

The first step of any successful business plan, including adaptive planning, is to set clear goals and objectives. For adaptive management, this step requires high-level, dynamic planning that involves collaboration from all key players.


The next step is to break these goals and objectives into smaller, more manageable targets. Next, your team must prioritize these goals. Naturally, immediate goals most important to the company should receive the highest priority. While objectives that are long-term or are still developing should receive lower priority. This step allows the company to focus on the essential objectives and can help avoid wasting too many resources on pursuits that are likely to shift significantly over time.


With priorities set, your company can develop effective strategies for meeting these goals and objectives, with the most focus on high-priority objectives. The project planning process should also be collaborative, with all key players working towards the same common goals and mission.


Naturally, the next step is to put your business planning strategies into action. This step involves company-wide communication to ensure everyone understands their roles and responsibilities.


One of the most critical parts of adaptive business planning is to evaluate outcomes. This type of assessment is done regularly. For example, planning assessments should be done quarterly at a minimum. Set regular times for these evaluations, but be prepared to conduct additional assessments if a significant challenge, such as supply chain disruptions, occurs. This evaluation allows your teams to determine what strategies are working and where improvements or shifts are necessary.

Adapt Business Plan

Once you analyze results and bring in other factors, such as new challenges, customer demands, and emerging trends, you can start to adapt your business plan. Consider customer and employee feedback, company values, changes in the market or economies, potential risk factors, and other notable factors. This process involves more than just shifting a few objectives. It may require refining the scope of your business plan, eliminating or shifting long-term goals, reevaluating priorities, or other adjustments.

Steps for Effective Adaptive Planning

Traditional planning typically takes a long-term approach that teams only evaluate annually. This rigid approach can be practical for five-year planning, but it also can be challenging to adjust and alter once in place. While traditional planning served a purpose in the past, it simply cannot keep up with today’s fast-paced markets.

On the other hand, adaptive planning takes a more flexible approach where scale and scope can be quickly adjusted to meet emerging demands in the market. This planning alternative focuses on team collaboration and assigning priorities to various goals and strategies to ensure the most critical objectives receive the most attention.

Tools and Techniques for Adaptive Planning

There are several tools and techniques available to make adaptive planning more efficient. It is necessary to evaluate your options and make sure that the tools you choose offer the flexibility required by your company. For example, your company can use multiple innovative games and techniques to help brainstorm new ideas, such as the Sailboat Game and Prune the Product Tree.

You can also use techniques such as surveys, questionnaires, and interviews to gain feedback from employees and customers. Tools, including Affinity Estimation, Planning Poker, and Wideband Delphi, can help teams better plan and set precise estimates.

Using Strategic Advisors to Implement Adaptive Planning

Preparing your business for the future means being flexible enough to adapt. Transitioning from a traditional business model to adaptive planning can be challenging. A strategic advisor can help make this smooth and effective transition. Contact Hamptons Group today to meet with one of our experienced strategic advisors.

The Need for Agile Corporate Performance Management


Jeff Bartel

Chairman and Managing Director

Agile corporate performance management is essential for the modern dynamic marketplace, requiring adaptability and alignment. It is relevant for adapting to extreme shifts in market conditions like the COVID-19 pandemic. Agility in business enables employees to maintain or increase performance even in the context of a business’s evolving needs. Thus, business performance management approaches are for companies that have aligned business priorities with employee goals to propel the company forward.

Strategic Corporate Performance Management

In an agile business model, corporate performance management (CPM) entails breaking down your company’s strategies into operational objectives and indicators. The strategic approach enables your organization to maintain efficiency through all transformational periods, remaining effective in every next normal.

CMP is also significant for budget remodeling, cost reduction, improved KPI alignment, an upgraded organizational strategy, and a refined financial planning process. In addition, a framework is crucial to ascertain your enterprise performance management. Therefore, strategy execution is of fundamental importance for senior executives today.

How do you implement your strategic plan? Strategy execution involves ensuring your organization’s goals, metrics, and projects align with your strategic priorities and concentrate on key business drivers. Many organizations join the corporate performance management market size by dedicating an entire performance management department to achieve agility in business.

The performance management cycle is a four-phase closed loop. It contains:

Strategies and Objectives

The first step of the corporate performance management framework is setting the organization’s strategies and objectives. Next, identify the goals and strategies that support your organization’s corporate purpose and financial performance that align with the framework to maintain business agility in every wind of change. You can quantify them as projected revenue or growth, ROI, market share, customer satisfaction and retention, carbon emissions, employee retention or diversity, workforce incidents, and many more.

Targets and Metrics

Establish key business drivers that help achieve your objective and strategies. Business metrics measure values, indicating the organization’s progress concerning its strategic goals. Therefore, understanding the relevant KPIs for your business is essential.

Performance metrics used in corporate performance management include;

  • Financial metrics – financial corporate performance management entails using data from the company’s books of accounts, income statements, balance sheets, and cash flow statements or budgeting and forecasting data like earnings, expenditures, and inventory reports.
  • Internal metrics – analyzes the quality of corporate management performance through employee performance.
  • Customer satisfaction and loyalty – are critical indicators of the business’s health and performance.
  • Compliance metrics – measures how well your organization follows employment regulations, financial reporting, and environmental rules.
  • Strategic metrics – indicates how well your organization executes strategies implemented by management to attain immediate targets and achieve long-term goals.

Execution of Strategic Plans

Develop an annual execution plan using business drivers, short and long-term goals, and targets.

 Measurement and analysis create a continuous performance management process.

Measurement and Analysis

Develop systems and methodologies for measuring KPIs for the business’s financial and operational plans. Use any relevant data that supports business performance management, converting it into actionable business information that is quantifiable to gauge the success of the objectives and operations.

Measurement and analysis create a continuous performance management process. Each evaluation comes with adjustments to maintain the success of the strategies. Traditional analysis processes take time to bring results. Agile business intelligence is a better alternative for real-time analytics.

Agile Business Philosophy Creates Corporate Adaptability

Agile for business means easy adaptability through change. It shifts attention to people and interaction instead of tools and processes.

Agile boosts a business’s velocity to adaptability and sustainability in a volatile business market. Therefore, your firm develops an enduring competitive advantage and a dominant position in the market.

Rapid feedback systems are indicators of an agile business. The resulting ecosystem from such mechanisms fosters interactions, enhancing trust among stakeholders. Feedback loops also encourage collaboration. They also lead to quick problem identification and the implementation of mitigation strategies.

Agile processes facilitate high communication rates through feedback loops. The constant communication enables stakeholders to stay updated on changes. It is easy to trace errors and implement changes.

Why Your Company Needs Agile Corporate Performance management

Employees respond positively to agile enterprise performance management because it encourages communication and collaboration. Employees can take part in the change process.

An agile enterprise and corporate performance management also enhance work efficiency by keeping employees focused on ongoing tasks instead of multitasking. Face-to-face interaction also increases productivity since it encourages collaboration.

The agile approach also provides the feedback employees want. The process encourages participation by integrating real-time feedback into the employee’s workflow instead of the traditional receiving orders from management. The two-way conversational approach also nudges employee’s in the right direction.

Furthermore, employee performance improves based on collaborative and communication efforts. They get timely feedback and are empowered to ask pertinent questions about performance.

Three Keys to Implement Agile Corporate Performance Management

  • Linking goals to business priorities – the best corporate performance management approaches align business goals and operations to their purpose and vision.
  • Another best corporate performance management practice is training managers on interactive and collaborative skills to improve employee interaction.
  • Differentiating consequences – differentiate rewards for extreme performances.