What Investors Want to See

Investors aren't just buying into your product or service; they're investing in your people, particularly your leadership. They want to see:

1. A Clear Vision

Do you have a unified vision for the company's future? Not a general idea of the direction of travel, but a clear collective vision and mission for the future?

And does anyone else in the company know about it? How well have you communicated it?

2. Complementary Skills

A well-rounded leadership team brings diverse yet complementary skills to the table. Investors look for a balance of technical expertise, industry knowledge, financial acumen, strong strategic people skills and operational experience. Do you have a strong mixture of skills and personality types?

3. Track Record of Success

Past performance is often seen as an indicator of future success. Investors value leaders who have demonstrable achievements, whether in your current company or previous roles.

4. Adaptability

The ability to pivot and adapt is crucial. Investors want to see that your SLT can navigate uncertainty and change course when needed.

5. Strong Communication Skills

Leaders must articulate their vision, strategy, and results clearly and confidently. This is especially important when pitching to investors or reporting on progress.

6. Cultural Leadership

Investors recognise that company culture starts at the top. They look for leaders who can foster a positive, productive work environment that attracts and retains top talent.

7. Good Team Dynamic

Do your team actually get on? Are you able to bring constructive challenge to one another? How about positive support? Are you able to make considered and effective decisions between you? Or are there cracks in the foundations?

Red Flags

Just as important as knowing what investors want to see is understanding what might give them the collywobbles:

1. Lack of Alignment

If your SLT members give conflicting information about the company's strategy or priorities, it raises concerns about internal communication and decision-making.

2. High Turnover

Frequent changes in leadership positions can signal instability or poor management.

3. Over Reliance on the Founder

While having a visionary founder is valuable, investors want to see a capable team that can execute that vision, not a one-person show. What would happen if the Founder lifted out? Would the company continue with strength or fold like a napkin?

4. Inability to Handle Criticism

If your SLT becomes defensive when questioned or can't engage constructively with feedback, it may indicate a lack of openness to new ideas or external input.

5. Unresolved Conflicts

Tension or unresolved conflicts within the SLT can hinder decision-making and execution.

How to Strengthen the Team for Maximum Impact

If you've identified areas where your leadership team could improve, here are some steps to take:

1. Conduct a Skills Audit

Assess the strengths and weaknesses of your current SLT. Identify any gaps in expertise and consider how to fill them, either through upskilling or strategic hiring.

2. Invest in Leadership Development

Provide opportunities for your leaders to enhance their skills, particularly in areas like strategic thinking, and communication.

3. Clarify Roles and Responsibilities

Ensure each member of your SLT has clearly defined roles and areas of responsibility. This helps prevent overlap and confusion.

4. Improve Communication

Establish regular forums for open, honest communication within the SLT. This could include weekly strategy meetings or quarterly off-sites for in-depth planning and team building.

5. Address Conflicts Head-On

Don't let internal conflicts fester. Address disagreements promptly and professionally, seeking external help to improve the dynamic if necessary.?

6. Build a Succession Plan

Demonstrate foresight by developing a clear succession plan for key leadership positions. This shows investors you're thinking long-term about the company's stability.

7. Foster a Culture of Accountability

Implement systems that hold leaders accountable for their commitments and results. This could include OKRs (Objectives and Key Results) or regular performance reviews.

8. Seek External Perspectives

Consider bringing in advisors or non-executive directors who can provide valuable outside perspectives and challenge your thinking.

Remember, becoming investor-ready is an ongoing process, not a one-time event. Regularly assess your SLT's performance and be proactive in addressing any weaknesses. By focusing on building a strong, cohesive leadership team, you're not just preparing for investment—you're laying the groundwork for long-term success.

Investors are looking for leadership teams they can trust to drive growth and navigate challenges. By understanding their expectations and taking steps to strengthen your SLT, you'll be well-positioned to attract the investment your company needs to thrive.

Ready to Take the Next Step?

If you're looking to enhance your leadership team's investor appeal, we are here to help. We offer tailored services to address these challenges and get you investor ready:?

1. SLT Assessments: comprehensive evaluation of your leadership team, identifying strengths, weaknesses, and areas for improvement.
2. Leadership Development Programmes: Custom-designed workshops and coaching sessions to enhance your team's skills in critical areas
3. Team Alignment Facilitation: I facilitate sessions to help your SLT develop a shared vision and strategy, ensuring everyone is pulling in the same direction.
4. Conflict Resolution: If internal conflicts are holding your team back, I can provide mediation and resolution strategies to get everyone back on track.

Don't let leadership gaps stand in the way of your company's growth potential. Reach out today for a free initial consultation. Together, we can transform your SLT into a powerhouse that investors can't ignore.

Contact me at for a virtual brew to discuss how we can make your leadership team truly investor-ready.

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