Leadership Development Case Study

A 100,000+ public sector organisation had been running a leadership development program for mid level leaders for several years. They had become increasingly disappointed with the program's ability to deliver real and sustainable improvements in leadership. There were several reasons for this. Many leaders felt that the program was too general and did not equip them to deal with their specific issues. They also felt that the program needed to be more ongoing - at least for a year, as it took them this long to start making the personal changes needed.

The organisation however could not afford the investment that such a long program would require. They selected our Leadership Effectiveness Profiling (LEP) software/process to help address these issues.LEP did not replace their existing program but added an important missing link.

A short LEP survey sort team member feedback on key team issues and challenges. The team leader then worked with their team to develop an action plan to address these issues. Over the following 12 months the leader worked to address these issues. Their leadership coach mentored the leader through this improvement process using the plan implementation pathway to identify leader development issues - communication, empowerment, feedback etc (over 65 key issues tracked).

Once these issues were identified the coach could then provide targeted and relevant support to the leader. TEP greatly improved the relevancy and usefulness of the leadership development program.

Sales Effectiveness Case Study

An organisation's sales force is the point at which all organisational capabilities come together - systems and processes, culture, strategy, planning, marketing and so on.

This leading IT organisation had invested significantly in the quality of their sales force and supported them with top quality training and an investment in the very best CRM software.

Unfortunately the sales force continued to struggle to meet targets and their best sales people were leaving. They needed to find out how to help their sales force perform better. To provide an environment that would attract and retain the best people in the business.

Our Sales Effectiveness Profiling (SEP) software was used to help solve these issues. SEP first undertook a review of team issues using the TEP online survey - over 100 sales force issues were examined - sales planning to culture to information management systems, management and so on.

TEP identified 8 key issues that if resolved would help lift the performance of the sales team. TEP then guided the leader and their team through the development and implementation of improvement plans to address these issues.

With day to day team frustrations removed, sales people could focus on the customer and associated revenue targets. Sales increased, customers were happy and good sales people stayed with the company.

Employee Opinion Survey Case Study

COI was approached by a leading organisation seeking to improve their existing employee opinion survey process. The head of HR was disappointed with the ability of their annual survey to drive real change. Feedback from employees about the survey was even more discouraging. The survey failed to ask the questions that mattered, results were not fed back to employees quickly enough and when they were, they were not useful for the team or the team leader. Most leaders ignored the findings for this reason. As this was one of the most important HR initiatives, the HR Director was keen to ensure it actually drove business improvement.This required a survey process that asked the right questions, and delivered the results to the right people (leaders) for action.

The Client replaced their survey with Organisational Effectiveness Profiling (OEP) - the comprehensive nature of the survey was tailored to their particular need and to fit with some of their previous survey questions that they were tracking. The HR Director elected to provide all employees with instant access to their team results and overall organisational results upon survey closure. Teams also accessed their team reports on key findings (generated automatically by the software) identifying top ten issues for each team. The OEP internet based planning wizard then guided each team through the development and implementation of improvement plans. Program management software tracked team plan implementation across the organisation.

This Organisation then linked the annual surveying process to the budget and planning cycle and used OEP to link team based improvement plans with their budget and team based business plans. Now in their fourth year, OEP has from day one provided leader's and their teams with the tools and process they need to drive bottom up continuous improvement.