How two co-founders restructured their roles, rebuilt trust, and turned around a struggling business, unlocking 250% revenue growth and a clear path to scale.

The Situation

Shortly after raising a round of funding, the company hit turbulence. Revenue was declining. Key executives were leaving. The team felt disheartened and directionless. The two co-founders knew something had to change, but they weren’t sure what. Our 360 assessment helped bring things into focus: they were in the wrong roles.

Coaching Goals

When the co-founders first engaged us, the business was struggling—revenue was declining, key leaders were leaving, and the team was demoralized. But it wasn’t yet clear what needed to change, or that a leadership transition might be necessary.

We began by helping the executives:

• Rebuild confidence, delegate more effectively, and explore new ways to lead without holding everything alone.
  

• Strengthen emotional regulation, authentic communication, and management systems.
  

Through 360 reviews and a Zone of Genius assessment, a core issue emerged: the founders weren’t playing to their strengths. One excelled at high-level sales but struggled with leadership and management. The other had stronger instincts for leading people and driving execution. This insight prompted the difficult but necessary conversation about shifting roles for the benefit of the whole company.

At that point, coaching expanded to include:

• Restructuring roles and responsibilities to align with each leader’s strengths and zone of genius.
  

• Navigating the transition with care—having the hard conversations and realigning around a shared vision.
  

Our Approach

Velocity coached the executives to evolve their leadership by strengthening communication and structure, and building the systems and strategies needed to drive accountability, alignment, and results.

• Individual growth: Each founder received tailored 1:1 coaching to build self-awareness, clarify their leadership style, and address personal blockers like control, burnout, and emotional reactivity.

• Co-founder alignment: In joint sessions, we helped them rebuild trust, make critical decisions together, and have the hard conversations they’d been avoiding. We used a blend of frameworks—including Difficult Conversations, Nonviolent Communication, and elements of Men’s Work—to guide those conversations with both directness and empathy.

• Team and org development: We worked with the co-founders to identify critical executive hires and establish a focused operating rhythm. Rather than layering on processes, we introduced OKRs and cadence systems as practical tools to drive alignment, accountability, and sustained momentum.

Behavioral Shifts 

Over time, each leader evolved how they showed up, both individually and together.

Individually:

• Strengthened self-awareness and emotional regulation, showing up with greater presence and composure

• Rebuilt confidence and shifted their mindset from over-functioning to high-impact leadership

• Focused less on having all the answers and more on enabling others to succeed

• Communicated more authentically and in alignment with their values

• Transitioned from solo problem-solvers to collaborative partners

• Embraced their new roles, inspiring more trust and performance across their team

Together:

They communicated with more honesty, managed tension instead of avoiding it, and made faster, more aligned decisions built on greater trust.

Key Outcomes

The internal growth of the leaders didn’t just change how they showed up—it reshaped the business. With clearer roles, stronger systems, and renewed trust across the team, the company moved from stagnation to momentum.

For the Executives:

• Introduced a structured operating cadence with OKRs and clear accountability
  

• Built and led a high-performing go-to-market function
  

• Improved decision-making and execution speed
  

• Strengthened cross-functional relationships and trust

• Delegated more effectively, creating space for higher-leverage work

• Modeled a more sustainable and collaborative leadership style
  

For the Team:

• Regained clarity and confidence in company direction
  

• Experienced stronger alignment and faster execution
  

• Rebuilt trust in leadership
  

For the Company:

• Reversed a revenue decline and unlocked over 2x growth in under a year

• Stabilized the leadership team and laid a strong foundation for scale