We recently had the privilege of sitting down with David Ryles, the newly appointed Joint-CEO of Xenogenix, to discuss his vision for the company and the challenges and opportunities that come with stepping into this leadership role.
With a rich history of leading teams and departments, alongside Dwayne, David brings a wealth of experience to his new role, coupled with a profound understanding of the intricacies that underpin efficient team dynamics. As the torch passes from the seasoned leadership of Mike and Mark, David and Dwayne embark on the task of steering Xenogenix through a seamless transition, respecting the legacy of success while envisioning a future that amplifies the company’s strengths and embraces fresh opportunities.
This interview delves into David’s insights, strategies, and vision for Xenogenix, exploring the intricacies of leadership transition, growth, and the pivotal role of values in shaping the organisation’s trajectory.
Q1: How do you plan to apply your experience of leading teams and departments to your new role as CEO of Xenogenix?
David: Dwayne and I have built strong relationships with our teams over the years, and understand their challenges. Our focus is not only on making their lives easier, improving efficiency, but also ensuring workloads are more predictable. This not only enhances the customer experience but also makes Xenogenix a better place to work.
Q2: Taking over leadership after a long and successful tenure by the previous owners presents challenges. What do you see as the key challenges and opportunities?
David: They are certainly big shoes to fill! We’re working closely with the outgoing leaders to understand their role thoroughly. Opportunities lie in building on our strengths – being a trusted partner, not just a service provider. We aim to enhance the customer experience and expand our client base while maintaining our cultural values.
Q3: What is your vision for the future of Xenogenix, and how do you plan to align it with our values and mission?
David: Our values are crucial. We’ll hold employees accountable to ensure clients receive a consistent, high-quality service. Our mission remains true, with a focus on the values underpinning it.
Q4: Assessing strengths and weaknesses is vital for growth. How do you plan to evaluate and drive the organisation’s growth and sustainability?
David: We’ve been assessing this for a while, reconciling people with metrics for informed decisions. Improving resource availability is key for better outcomes for both employees and clients.
Q5: Building a high-performing team is essential. What’s your approach to talent acquisition and development?
David: Personal development is a priority, aligning where we are with where we want to be. For talent acquisition, we iterate our values to candidates, aiming for longer tenures by offering continued development opportunities.
Q6: Collaboration and partnerships are crucial. How do you plan to engage with external partners and stakeholders?
David: Increasing visibility in the ecosystem is crucial. We’ll showcase our success with partners, aligning ourselves with new clients where we can offer the greatest value.
Q7: How will you measure and track the success of your leadership in achieving organisational objectives and maintaining a positive work environment?
David: Our focus is on project success, client relationships, and employee wellbeing. Numbers are a result of looking after clients and staff.
Q8: What steps will you take to ensure a smooth transition from the previous owners and founders?
David: We’ve been working on this since early this year, involving external consultants to review processes. Our focus is on the impact on staff, ensuring positive changes are made throughout the transition.
In conclusion both David and Dwayne envision a future for Xenogenix that builds on its strengths, emphasising values, collaboration, and continuous improvement to ensure the continued success of Xenogenix.