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 team’s 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
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