Our Work
Take a minute to read the highlights of a few of our projects. I hope you will see yourself and your company here. After all, we are more alike than different, regardless of industry or players.
01
High Performing Teams
Change will never be slower than it is today. If you are in business - private, public, governmental or philanthropic, you have a front row seat to change. In a recent operating model transformation, the team needed to find its footing and team members needed to quickly understand their role and how to bring their unique skills and perspectives to bear. We dug in to understand the barriers, opportunities and priorities across the group so that they could (re)contract and align on the role each plays in realizing objectives. Six months later, the team credited their faster, more creative decision making to a 20% improvement in mastering conflict and 26% improved trust in one another.
02
Coaching Culture
Adaptability and continuity. Innovation and results. Customer satisfaction and performance. Managing these business tensions effectively at the point of need is imperative. In the shift from commodity (do the same things the same way exceptionally reliably) to specialty products (find new ways to use our products in partnership with our customers), leaders needed to shift from "directing" to "guiding", from removing all risk, to seeking out appropriate risks. The company needed to build its coaching muscle. We targeted key, networked leaders and expanded from there. Immediate and longer-term positive impacts of >10% were seen in response to culture survey questions, retention in key roles and demographics plus qualitative and quantitative improvements to both the innovation and talent pipelines. Culture does matter.
03
Change Journeys
Our clients often ask, "When will our team/organization be able to treat change as "the way business gets done"? Turns out this is a game changing question to address. ~70% of change efforts fail to achieve desired outcomes. In a high-stake shift from disparate information systems to SAP at a global agriculture company, we successfully reframed the perception of and approach to change by teaching leadership teams "to fish". We walked alongside them, teaching them how to map, communicate and lead change themselves. We backed off direct involvement post SAP launch and coached leaders and teams as unforeseen complexities and changes presented themselves over the next several months. The big win? Eighty-eight percent of the businesses and functions successfully achieved their change goals on time.
04
Inclusive Leadership
While none of us believes we intentionally leave others behind, we do so unintentionally. We are biologically wired to gravitate to what is "like me" because this signals safety and trust. People and business benefit when we are able to recognize the unintended downside impact of our unconscious biases and choose to override them. At one global organization Inclusive Leadership (winner of the 2022 Brandon Hall Gold Award for DEI Training) has created a safe space for leaders at any level to define their biases, generate DEI conversations that connect team members, and activate their personalized "Conscious Inclusion Plan". By Year Two, 89% of 350+ participants reported successful activation of their plans. Further, 78% of their team members reported a more inclusive team culture.
