Client Results

Issue

Multinational Pharmaceutical Company striving to create global consistency in management and development practices.

    • Intervention

    • Developed an integrated Leadership Development Pathway for their District Managers
    • Created customized coaching model and process

    • Results

    • Adopted a multi-year leadership development program providing consistency in their development of district managers
    • Managers skilled at developing teams with a consistent and effective coaching approach

Issue

600 Employee Health Services organization needing to address morale issue as a result of low scores on an annual employee satisfaction survey

    • Intervention

    • Created and delivered a customized Cultural Audit survey
    • Consulted with organization on change management plan to address the issue and raise morale and engagement

    • Results

    • Creation and implementation of a strength-based management structure
    • Increased engagement and collaboration while decreasing silo behaviors

Issue

A US top ten County Government organization lacking formal process and program to develop leaders for current and future vacancies

    • Intervention

    • Created an annual Agency wide Managers Development Institute for high potential leaders

    • Results

    • A succession planning program developing future leadership
    • A 70% promotion rate for program graduates

Issue

Large Southern California City addressing baby boomer retirement among top leadership, and the lack of succession management

    • Intervention

    • Implemented a customized Mentoring Program consisting of both individual and group mentoring components
    • Consulted on the development of the recruitment, selection, and development of both Mentors and Mentees
    • Designed and delivered skill training for both Mentors and Mentees

    • Results

    • An integrated mentoring program building on their succession planning efforts
    • A prepared pipeline of future leaders ready to hit the ground running in vacancies
    • A commitment to a culture of mentoring and development

Issue

Fire Service Organization seeking to develop leadership bench strength in preparation for Chief retirement

    • Intervention

    • Designed and deployed a customized Department specific 360 degree feedback assessment for their leadership team
    • Debriefed 360 results with each participant
    • Conducted integration and implementation workshops to build accountability for ongoing development

    • Results

    • Leadership having a agreed upon set of core competencies required for successful leadership and expectations for development
    • Leaders engaged in leadership development plans with specific goals for enhancing and developing their competencies