Growth outran the management system
Revenue, headcount, or complexity increased, but decisions and coordination still return to the founder.
Fractional COO leadership for your next stage of growth.
When growth, acquisition, succession, or transformation exceeds the current management system, Grove provides senior operating leadership at the capacity the transition requires.
Growth and change rarely stay in one department. Grove leads the work across the business.
Common transition points
More complexity to manageGrowth is adding demands faster than the operating model can support.
Leadership is shiftingGrowth or transition is changing who owns decisions across the business.
Change needs to take holdNew processes and AI need clear ownership to become daily practice.
Grove
Fractional COO leadershipOne operator connects the numbers, people, and systems—and owns execution.
How Grove leads
Business & financial performanceGrowth, margin, cash, reporting, and decisions.
People & change leadershipRoles, accountability, cadence, communication, and adoption.
Digital & AI transformationWorkflows, systems, automation, and implementation.
Built for the next stageA stronger operating model—with clear ownership across the team and the right decisions staying with the founder.
When the need appears
The company is changing faster than the way it runs.
The core business works and capable managers are in place. But the next transition crosses functions, keeps returning to the founder, or has no senior leader responsible for the whole outcome.
An acquisition or succession needs integration
Roles, systems, authority, and operating practices must change without losing continuity or momentum.
Managers exist, but no one integrates the work
Functional leaders run their areas, while cross-company priorities stall between teams.
A major transformation has no executive owner
Margin improvement, a leadership bridge, or digital and AI change needs coordinated execution across functions.
Why fractional
Senior operating leadership without a premature full-time hire.
A fractional COO can join the leadership team, own the transition, and match the commitment to the current need while the company learns what its permanent structure should become.
Act before the permanent role is clear
Move a consequential transition now instead of waiting for the final organization design or a long executive search.
Pay for the capacity the stage requires
Add experienced executive leadership without immediately taking on full-time salary, benefits, and equity.
Build toward the right long-term structure
Strengthen managers, decisions, cadence, and systems while learning whether to continue, promote, or hire permanently.
Why Grove
Operating judgment and transformation expertise in the same leader.
Every Grove engagement is led by Mike Redmer. He has founded, acquired, grown, integrated, and sold businesses; led managers across a five-company portfolio after four acquisitions; and implemented digital and AI-enabled operating changes that reached daily work.
Mike leads the diagnosis, joins the leadership team, and remains responsible for turning the agreed priorities into working changes across the business.Owner and acquirer judgment
Experience building, buying, growing, and selling businesses—with the consequences attached.
Multi-business operating leadership
Experience aligning managers, roles, decisions, cadence, and reporting across five businesses.
Digital change people actually use
Workflow redesign, governance, training, and adoption connect technology and AI to daily operations.
Fivebusinesses reorganized and integrated following four acquisitions
$100K+annual savings from a prior operating transformation
75%+less recurring preparation time in an AI-assisted quoting process
How it works
Diagnose. Focus. Execute.
Diagnose
Clarify what changed, where execution is stuck, and whether fractional leadership is the right answer.
Focus
Choose the few levers that can unlock growth, margin, capacity, or transition progress.
Execute
Join the leadership team, align managers, and lead those priorities through implementation.
What does your next stage require from operations?
Talk directly with Mike about the transition, what it requires, and whether fractional, internal, or full-time leadership is the right next move.
Schedule a call
A useful conversation. A direct answer. No hard sell.