Case Study 3

Guide and develop a sound business model and alignment of the leadership team to catapult this finance function to achieve greater goals

Transformed and aligned a large team to enhance their finance function and become more dynamic and productive.  We partnered with this client for almost 2 years to help them enhance their vision and mission, and elevate their business strategy, operational efficiencies, team alignment, organizational structure, job families/responsibilities, and organizational communication.  We met monthly for 14 months during working sessions where we finalized their strategy and went through a robust process to create a usable operational plan that was more efficient and progressive than what they had been using for the last 10 years.  This client has moved on to another organization and has hired us to partner with her division on another project.

Case Study 2

Design a Talent Management Process to enable development for leaders across the organization

Designed a talent management process to ensure top talent was prepared for their next level of leadership.  We worked diligently with our client to take their talent management process from a primitive, almost non-existent approach to a well-executed component of the business. Our approach also engaged company leadership through focus groups and executive workshops so a strong alignment could be made to their strategic objectives and organizational culture.

Case Study 1

Develop a progressive and thorough Succession Planning Program with clear, useable outcomes

Delivered a robust, yet simple Succession Planning Process enabling the top leadership to roll out the program to over 200 employees.  We did this by partnering with the client for 18 months to develop succession goals, leadership competencies, succession planning tools, assessment process, roles and responsibilities of top executives, communication messages to all of their leaders and high potential leaders, an enterprise-wide leadership development model and a five-year leadership development plan and timeline for the high potential leaders.  Leadership conversations now focus on leadership development and workforce planning, so that they are prepared to guide, develop, and leverage the leadership capabilities of the high potentials across all business functions in order to achieve their strategic goals.