Leader and Team Assimilation.
Situation: Senior leader in a global company inherited a pre-existing team of managers. She needed to ramp up quickly. Trust within the team had been declining due to recent organization changes, including layoffs.
Results: Team alignment on strategy, norms for team communication and increasing productivity through role clarification.
Approach: This was done over a day and a half "intervention" with quarterly follow-ups. I facilitated a team dialogue which included:
- 1:1 coaching with the team leader
- Mix of individual reflection, pair and group discussion to engage introverts and extraverts.
•Build on existing team strengths (Access to Strengthsfinder Standout 2.0 reports)
•Use of Lencioni’s Five Dysfunctions of a Team model, Appreciate Inquiry and Simon Sinek’s work on "Starting with the 'Why'" to build trust
•Team Contract for continued development
Developing Women Leaders in Technology.
Situation: Technology company wanted to advance more women into leadership roles.
Results: Built internal community of support and mentorship for women. Roll-out of a 3-month and year-long development program which included coaching for 100 high-potential and/or leaders in transition.
Approach: Conducted interviews to assess needs of prospective participants. Designed a 3-day workshop around leadership competencies, leveraging strengths and designing a team vision. Participants received 1 to 1 coaching on individual needs for developing. Applied neuroscience, the Enneagram personality tool, and Bridges' model for change.
THRIVING TEAMS & CULTURES
Strengthened Communications Globally.
Situation: International headquarters of a nonprofit had three different CEOs over the course of five years. Strategy was not clear, there were redundancies of work among the various offices, and declining morale.
Results: Office communication strategy plan for an international nonprofit organization based in Washington, D.C. Conducted needs assessment, employee interviews, reviewed strategic plan and provided recommendations. Results: Streamlined communication across global teams and enhanced efficiencies around knowledge transfer.
Situation: Private technology firm, in a highly competitive market, was launching a new line of business and needed help scaling across departments to ensure employees were well prepared for the change.
Results: Developed an 18-month communication timeline to shift into an “employee-first” culture and the launch of a new line of business. Re-engaged employees, and strong customer satisfaction.
Approach: Worked with President and top leadership team to diagnose current state, and prioritize objectives. Conducted interviews at various levels of the organization. Provided recommendations based on change management frameworks.