We believe there is no better way to demonstrate the return on investment of Leadership Development, Team Improvement, and Culture Change than to share a sample of our client case studies with you.
CEO Coaching Case Study
Challenges
- CEO and co-founder of a technology company in Silicon Valley with a short fuse and a tendency to lash out when angered. One very key senior executive had already left the company as a result.
- CEO came from a military leadership background and was super smart, quick on his feet, cared about his people and could be inspirational. But his anger issues got in his way.
Solutions
- Our CEO coached this CEO 1:1 for 9 months
- Process included extensive 1:1 interviews with key executives, board members, clients, and investors
- Based on the qualitative feedback gathered, the CEO began to better understand the severe negative impact of his angry outbursts
- Over time CEO and learned how to channel his anger in much more constructive ways
Results
- CEO improved his emotional intelligence such that he’s now able to much more consistently use his emotions to motivate and inspire
- People now say he’s the primary reason they want to stay with the company
- 18% improvement in organizational attrition rate
- 23% improvement in executive team attrition ra
C-Suite Team Case Study
Challenges
- Senior leadership team was plagued by lack of alignment, personality differences, and tendencies toward unproductive conflict and dysfunctional communication
- Major decisions were too often delayed
- Board was nearly ready to make major changes to the senior leadership team
Solutions
Created custom multi-day executive retreat to:
- Rebuild trust
- Deepen listening and communication skills
- Create alignment between strong and varied personalities
- Recognize and circumvent dysfunctional communication patterns
Results
- Decision-making logjam broke free, immediate return of $7M market opportunity
- Productivity of SLT meetings improved 38%
- Senior leadership team is now thriving, with no staff changes required
Culture Change Case Study
Challenges
- CEO wants to improve button-down, silo’d culture to be more open, transparent, trust-based and relationship focused to modernize the culture of a legacy organization
- The culture needs to adapt to the times in order to attract and retain the best talent and stay relevant in a competitive services industry
- Aging baby boomer C-Suite team will be aging out soon, with insufficient leadership pipeline
Solutions
- 360 assessments and executive coaching starting with the C-Suite team and trickling down throughout the organization to include all leaders, in a multi-year phased approach
- Aggregate 360 results analyzed in order to design and deliver group programs to address common challenges for leaders at the various levels
Results
- 18% improvement in overall attrition, and 23% improvement in mid-level attrition
- Improved leadership pipeline, with clear successors for all key executive roles
- Improved candor, transparency, conflict resolution, and collaboration, resulting in 27% improvement in overall productivity of the organization
Leadership Culture Survey Case Study
Challenges
- Culture was low trust, low engagement
- Productive conflict was not possible
- Senior leader unintentionally created environment of fear by being very critical
- This contributed to resentment and dysfunction in the organization
- Attrition was significant issue on the senior team and throughout the company
Solutions
- Leadership Culture Survey to assess current and desired leadership culture, and measure progress year over year
- Leadership Circle Profile 360 assessments for all senior leaders
- 1:1 coaching for key leaders
- Leadership team workshops designed and delivered based on Leadership Culture results, 1:1 interviews, and discussions with key stakeholders
- We targeted enhancing trust, conflict resolution., difficult conversations, and courageous authenticity
- Also made a key leadership change to the team to support the desired culture
Results
- All leadership culture metrics improved by 23-69% in first twelve months
- Productivity of meetings improved dramatically
- Ability to resolve conflict became a strong suit
- Trust and engagement improved significantly
- Quality and efficiency of decisions improved
- 29% improvement in attrition
