Our track record speaks
for itself. Take a look at these actual cases from a few of our
clients:
CASE STUDY
1
Situation:
Executive team not cohesive, silos and turf issues hindering company.
Action: Helped
CEO with key questions and accountability system and reinforced
skills in weekly coaching calls.
Results: A
culture of accountability where each executive made and kept commitments
and held peers accountable for results. Next six months they enjoyed
their best financial results in their history.
CASE STUDY
2
Situation:
CEO over highly educated professionals with big egos (very big
egos!) all seeking lots of autonomy but not as interested in being
held accountable. Staff tended to avoid discussing tough issues
in meetings, but would then engage in a “parking lot veto”
after the meeting.
Action: Helped
CEO with plan to address one-on-one conversations with staff to
address performance issues. Helped CEO with staff meetings to
surface the toughest issues on the minds of the staff and work
through them in a candid and respectful manner. He called them
on their behaviors and clarified his expectations of professional
conduct.
Results: Several
staff members remarked to the CEO about the improvement in the
meetings, and the improved performance of some who had not been
pulling weight before. The after hours bad-mouthing virtually
disappeared. Their financial results improved more than earlier
projected.
CASE STUDY
3
Situation:
Two organizations had been strong competitors. They merged. The
new executive team was comprised of vice presidents from the previous
companies, but they were far from a team. One vice president was
a hold-out wishing for the good old days. He stirred the pot and
was clearly a “C” player.
Action: Via
team coaching and one-on-one coaching and assessment the team
began to gel and make progress, except for the one vice president.
We helped the CEO diagnose the situation and consequences of no
action and other actions. The marginal VP was let go.
Result: Within
weeks, the team made significant steps forward in becoming cohesive
and focused on a mutual purpose. The cascading positive effects
to other departments were impressive.
CASE STUDY
4
Situation:
Division Manager was in tough situation to deliver on significant
stretch goals without an increase in budget or other resources.
Action: We
helped him pair down other less essential things, and focus time
on the highest leverage activities. We helped change the structure
and process of meetings and follow-up to create a stronger sense
of urgency with stronger commitment from his people.
Results: Three
months later, his vice president remarked how much progress had
been made is such a short time. He was confident that the difficult
goals would be achieved.
CASE STUDY
5
Situation:
Project Leader was technically competent and a quick study. She
tended to intimidate others because of her skills and the abrupt
way she communicated. This alienated her from key people.
Action: She
completed a 360-degree survey and developed an action plan to
address problem areas. We helped her identify her talents and
leverage her strengths to achieve better results. She met with
each key person with her personal action plan and committed to
“make it safe” to approach her.
Results: Months
later she had significant positive feedback on these areas that
had once been troublesome. She has moved to being a more highly
regarded executive on the path for greater responsibilities.
CASE STUDY
6
Situation:
Vice President struggled with personal imbalance and stress. He
was technically competent, but felt overwhelmed to accomplish
what was expected of him.
Action: He
was able to make a workable plan, and with his coach stay on that
plan. We shared some skills to become more fully engaged and balanced.
Results: He
was able to sleep better, get into an exercise program, eat better
and spend more time with his family…quality time and even
have some fun with them! He had a spring in his step, a cheery
outlook and was able to get more done in less time. A very happy
camper!
