Performance Accelerated Results Program

Juan
Mónaco

Results
  • Turned pro in 2002
  • Started working with Adolfo in 2011 when ranked near #50 ATP
  • Since 2011, he won 6 of his 9 ATP Titles
  • In July 2012, he reached his career high ranking as ATP#10, breaking into the coveted ATP Top Ten

Guillermo García López

Results
  • Turned pro in 2002
  • Started working with Adolfo in 2012 when ranked #65 ATP, and retained him as performance coach until his retirement in 2021
  • From 2012 to 2015 he won 3 of his 5 ATP titles and played another two finals
  • In 2015, he reached ATP #21 Ranking

Santiago
Giraldo

Results
  • Turned pro in 2004
  • Started working with Adolfo in 2011 when ranked outside of the #50 ATP
  • In 2013, when he nearly fell out of the top 100 ATP Ranking, Adolfo joined his team full time.
  • In 2014 he reached his career high ranking ad ATP #28 and played his first ATP 500 Final.

Performance Accelerated Results Program

A formerly public company acquired by a private group facing the challenges of optimizing operational performance and cost

client

For a leading European infrastructure company

industry

Infrastructure

Duration

6 months

services

Driving Operational Excellence

Transformational Accelerated Performance Programs

How can we drive down operating costs significantly while sustaining significant growth over the next years?

What are the key levers that drive cost and how can we modify the variables of the performance formula in each?

The key was to break down functional silos which made optimization impossible. For example, third party spend was highly dependent on the efficiency of internal operations, workflow, availability of information and integrated systems.  As a result, mere retendering had marginal impact on total cost.

We focused on accelerating implementation of new technology that was key to drive efficiency and integration with suppliers and clients. Legacy culture drove each area head to resist outside help and internal collaboration for fear of being seen as “unable to manage your function”, so the transformation needed to be framed around new values necessary to drive performance, with leadership being kept accountable for personifying those new behaviors.

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