case studies
An executive team has a new leader, new members and new critical goals.
program outline:
  • Step 1: A team development workshop assessed traits of members, built a team profile of strengths and weaknesses and, identified competencies executives need for new conditions.
  • Step 2: Individual feedback sessions helped participants interpret extensive data on how they could best contribute to the new goals.
  • Step 3: Participants solved a real problem in a follow-up workshop, increased team effectiveness and demonstrated an understanding of diverse work styles.
  • Step 4: Coaching led to optimizing strengths and to targeted, on-the-job learning.
  • Step 5: Workshops for departments aligned goals and improved performance

results:
  • > Better communication
  • > Enhanced ability to match strengths to tasks
  • > Faster goal accomplishment
  • > Reduced conflict
  • > Shortened time to integrate new members
  • > Faster development of critical skills
  • > Shortened time boss needed to spend on coaching

A senior management team realizes most members are nearing retirement age, and there are few well-qualified candidates in the leadership pipeline.
program outline :
  • Step 1: Critical jobs identified.
  • Step 2: Panels (consisting of incumbents, direct reports, bosses, and clients) agreed on leadership competencies.
  • Step 3: Panels developed a profile of personality traits.
  • Step 4: Profiles used for candidates to assess own readiness, for selection of development strategies, and for succession planning.
  • Step 5: Profiles used in coaching of incumbents to increase their own effectiveness.
  • Step 6: Data compiled for a snapshot of teamís strengths and weaknesses for use in selection of new members and design of strategies rapidly for mastering new skills

results:
  • > Reduced time and money required for development
  • > Improved morale of candidates not selected
  • > Increased ability of employees to be responsible for their own development
  • > Higher probability organization will have outstanding leaders in the future
  • > Enhanced performance of incumbents
  • > Fewer mistakes in selection
  • > Greater ability to tie succession planning to other HR systems

A board has a new chairman, new members and a short time frame for accomplishing new goals.
program outline :
  • Step 1: Board members and chairman took personality assessment to get data on traits they should optimize.
  • Step 2: Workshop that provided data on work style preferences and facilitates communication.
  • Step 3: Alignment of goals
  • Step 4: Profile of team that pinpointed strengths and showed gaps that should be considered when adding new members.
  • Step 5: Matching of tasks with strengths.

results:
  • > Increased retention of board members
  • > Shorter meetings
  • > Enhanced productivity
  • > Enhanced public relations
  • > Higher probability of achieving goals
  • > Improved fit of future members with culture
  • > Better communication
  • > Clearer expectations
solutions with results
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