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Client Case Studies

Departmental Dysfunction

*Company names have been omitted to protect the privacy of our clients.

Problem

This one-year engagement highlights a team suffering from a classic case of “I should’ve gotten the promotion, but someone less qualified than me did.” High-level company leaders appointed two senior managers with a previous history of “bad blood” to one team where there was previously only ONE leader. Thus, these dueling partners in leadership were tasked with co-leading a team that had already experienced the trauma of losing their beloved director.

Core Issues:

  • Broken or poorly executed departmental systems
  • No evidence of unifying departmental message with clear, specific program-wide goals
  • Ineffective use of data to align program goals and deliver employee feedback
  • Poor communication amongst senior managers and team leads
  • Lack of strategy to consistently identify high needs campuses
  • Disjointed daily team outcomes
  • Unclear use of data-driven decision-making
  • 90% team attrition after the exodus of their director, leaving the new director to hire a new team

Solution

Through an in-depth audit, we crafted a series of off-site leadership development experiences to:

  • Establish a common departmental goal
  • Standardize procedures to align with goals
  • Use data to adjust feedback practices
  • Create commitment to team cohesion

Leadership training initiatives included:

  • Leading Audacious Teams
    Here, the L.E.A.D. Framework was presented as an anchor for the full-year training experience. L=Leverage Skills, E=Eradicate Dysfunction, A=Acquire Resources, and D=Deactivate Disbelief. All other training fell under this umbrella.

  • Establishing Trust
    The core of communication with any team starts with trust. This training highlighted the elements of trust, causes of mistrust, and an activity centering each individual on the team and how their unique perspective lends to communal trust.

  • 1:1 Team Coaching Support
    Offering individualized support to senior leadership as well as team leads expedited work, contributed to clarity, and nurtured relationships, thereby accelerating personal growth and achievement.

Results

Senior managers and team members were able to:

  • Collaboratively create of a department-wide thematic goal and defining objectives
  • Implement opportunities for the team to incorporate the guiding departmental goal into daily and weekly messaging to achieve one unified voice.
  • Establish department performance metrics that adequately measure team growth based on an agreed-upon set of indicators.
  • Deploy a series of standard operating procedures to which all team members adhere.
  • Commit to monthly calibration walks that involve all team leads.

Toxic Team Trauma

*Company names have been omitted to protect the privacy of our clients.

Problem

Members of this team were frustrated with their leader and the high demand for lightning-fast work production. Top-down micromanagement was affecting employee morale, and co-workers were bickering over missed deadlines.

Core Issues:

  • Unclear expectations
  • Low team performance metrics
  • Distrust in supervisory team
  • Fragmented team that needed additional support staff

Solution

  • Creation of a training and development program targeting professional behaviors and oral and written communication strategy.
  • Consistent 1:1 coaching for each individual team member and leader
  • Group coaching once weekly with and without the presence of senior leadership

Leadership training initiatives included:

  • Intergenerational Warfare: How to Transition from Petty to Professional
    • Discover generational trends and how they impact employee interaction in the workplace
    • Understand the do’s and don’ts that can either stall or advance your career

  • The Audacity of Leadership
    • Redefine culture and competence in the workplace
    • Discover how the elements that break teams apart also bring them together
    • Unveil the secret ingredients that cohesive teams employ to foster desirable organizations

Results

  • 15% overall increase in collective team achievement 
  • Clarity around how to navigate tight deadlines
  • Implementation of an employee recognition program
  • Established weekly meetings specifically to discuss and strategize team goals
  • Team members walked away with a clear sense of their core competencies and how they contribute to the greater organization