If You Build It...

We facilitated the transition, training, development and succession process for a the entire senior and middle management of a large commercial construction company who wanted to insure they sustained their success over the long haul.

The biggest problem with this succession process from our standpoint was the incredible success and positive culture of the company; how could we facilitate the transition of 11 key executive positions over a five year time span without risking a loss of performance, morale or quality?

Our solution was to combine training that was both delivered by us in-house and sourced through other learning partners with our "filter" for successful successors, The Five Insights. Over an extended period, we facilitated and implemented the following transitions:

• The complete change-over of the senior team, gracefully transitioning retiring executives into senior advisor roles while making room for new executives whose ideas and skills more closely paralleled growth needs
• The overhaul and management of employee training, sourcing and designing technical training based on the company’s strategic direction and the needs of the staff
• Leadership development for every middle and senior manager in the company through a combination of training and one-on-one coaching
• Creation of intra-company communication strategies; from newsletters to bi-annual Town Meetings and everything in between
• Design and implementation of a number of company wide process and procedure improvements including: pre-construction planning; post project “lessons learned” debriefs and; change-over to a web-enabled employee performance review system

The result was a satisfied client who is now in position to double their business with a broader and more able management team.

Interested in finding out who the client was or how we can help you? Call us.

Coaching for Coaches...

A forward thinking, rapidly growing professional services firm realized their aspiring leaders were just the tip of the ice berg as far as succesion issues were concerned. They asked us to design, coach and help the senior leaders in the business hone their coaching and mentoring skills.

After an initial assessment, we discovered that the coaches weren't coaching well because they had never been coached themselves. Jointly, we designed a process that included:

• A self-awareness and emotional intelligence workshop - followed-up with individual goal setting and coaching - specifically designed for senior leaders
• "Coaching Circles" with colleagues that created a forum for them to continually learn from and with each other
• An formal measurement and feedback process that allowed them measure the success of their coaching efforts with direct reports