at a world-leading manufacturer of shoes, clothing and accessories
Our client is a 50,000+ person company. They plan to invest in their top leadership talents through executive coaching for board members, senior vice presidents, vice presidents and senior directors. The aim is to have access to top coaches around the world working within a state-of-the-art coach management framework.
Our client seeks support in selecting, hiring and quality controlling top executive coaches around the world. In addition, they need budget and status information of all centrally funded coaching work at their fingertips and in real time.
The work starts by building a true partnership aimed at understanding the specific culture and needs of the client. We identify key needs and build solutions together with our client counterparts:
Successful implementation and constant innovation of global executive coaching
Culture Transformation at a global financial services provider who is facing digitalization and increasing regulation
who is facing digitalization and increasing regulation
Our client is a Leading Global Financial Services Provider with more than 100bn USD revenue. Facing a digital revolution and increasing regulation, the client’s leadership wants to transform the company culture to have:
Concretely they want their top teams to role model more collaborative leadership through:
The client has already decided on a design for the workshops. But the design in itself does not address the greatest key challenge.
The company’s clearest strengths are stability and respect. However, strengths also have shadows. These shadows need to be addressed because:
These shadows make the client’s decision making hierarchical, which leads to poorly informed or inefficient decisions. The client does not fully leverage the wisdom of their teams.
The client chooses us to deliver the process of interviews, coaching, workshops and follow up of the company’s top 150 teams
The initiative increases awareness and triggers action in each team. The biggest impact is that teams and leaders become aware of the quality of their dialogue in group settings. For many, this is the first time they have ever conducted a team-wide dialogue about behaviors and values. For some, giving open feedback is still a challenge.
After the workshops, 96% of all participants state that the workshops have contributed to a clearer understanding of the relationships within the team. “Facilitation by coaches” is rated the best component of the program. The teams walk away with a concrete action plan.
Building on the success of this initiative, we recommend the client expand the focus of the transformation to the individual leadership level (personal transformation journey) and to cross-functional relationships (cross-interface group facilitation).
from fast disintegration.
Our client is a start up. It designs and sells branded, high-quality life style merchandise through social network influencers. Only nine months after its founding, the client has grown to 50+ people, is profitable, and is likely to double in size within the next 6-9 months.
Fast growth is causing strong centrifugal forces in the organization. There is an alarming sense of the company’s risk of disintegration. The CEO and the company’s investors realize there is a dangerous lack of leadership as demonstrated by the CEO, his leadership team, and the entire company: