Consulting Case Study

Belle Visage: How Fractional Leadership Reduced Owner Involvement by 30%

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30%

Owner Time Saved
(Less operational work)

90 DAYS

Onboarding Path
(30-60-90 day map)

PLACED

Full-Time Manager
(High-performer found)

STREAMLINED

ClickUp Systems
(Structured tracking)

SMART

Goal Metrics
(Performance-driven)

About the Client

Belle Visage is a practice that had the right tools – well-documented HR policies and SOPs, but faced a major plateau in operational efficiency. The business was organized on paper, but disorganized in execution.

The Challenge

Lack of Oversight: Without active leadership, SOPs were being ignored, and task execution was inconsistent.
Accountability Gaps: There was no clarity around role responsibilities, leading to an environment where the owner was required for every decision.
Operational Stagnation: Despite having the frameworks, the team lacked the productivity metrics needed to drive performance.

💡Solutions Implemented by Diamond Accelerator💡

Fractional Leadership Integration

We introduced a model that provided immediate department-wide oversight while we prepared for a full-time hire.

Fractional Leadership Integration

We introduced a model that provided immediate department-wide oversight while we prepared for a full-time hire.

Performance Training

Conducted individual assessments to find skill gaps and delivered on-site training to enhance service and communication.

Strategic Recruitment

Led a multi-stage process to find a high-performing full-time manager that fit the owner’s ideal profile.

Shadowing & Transition

Created a mentorship roadmap that allowed the new manager to shadow decisions before taking full responsibility.

The Results

Ownership Reclaimed

The owner successfully reduced their operational involvement by 30%.

Talent Success

Successfully placed full-time manager who continues driving performance improvements and team development.

Increased Productivity

The team now operates with clearly defined metrics, resulting in higher efficiency and fewer execution errors.

Seamless Transition

Leadership responsibilities were transitioned without a dip in clinic performance or patient care quality.

Key Takeaways

Systems Need a Driver: Well-documented SOPs are only as good as the person managing them; leadership is the engine that drives efficiency.
Recruit for Profile, Not Just Resume: Designing an “ideal leadership profile” ensures the new hire can actually handle the transition of responsibilities.
Onboarding is a Roadmap: A 30-60-90 day plan is essential for preventing “new manager burnout” and ensuring long-term placement success.

Ready to Build Your Leadership Infrastructure?

Belle Visage reduced owner operational involvement by 30% and placed a high-performing manager through fractional executive support. Your leadership transformation could be next.