Increasing Retention of High-Talent Women Leaders
One of the largest professional services firms in the world sought to increase its retention of talented women leaders and build its pipeline of future partner talent.
Accelerating High-Potential Leaders for Succession
A large financial services firm sought to develop leaders who had been identified in a succession planning process and would be able to drive change, influence others, develop strategy, articulate a vision, and build strategic relationships across business units.
Flipped Learning for Senior Leaders to Optimize Time & Impact
A global financial services firm sought an expert leadership development/coaching partner to create, build, and facilitate a custom leadership development program for 16 of its senior Investment Management leaders.
A High-Potential Leadership Program for Succession Management
A global QSR company sought to reignite a long-standing high-potential, cohort-based leadership program for General Manager succession.
Addressing Clinician Burnout Through Action Learning
A healthcare system sought a very different, fresh approach to developing their senior-level leaders while also addressing a significant organizational and industry-wide problem — clinician burnout.
Supporting a Healthcare Organization with Rapidly Changing Talent Needs
A managed care organization was expanding quickly, which exceeded the firm’s capabilities and required expert restructuring strategies to implement separations.
A Culture Transformation for Leaders & Teams
A large division of a global beverage company had undergone significant organizational change (leadership, layoffs, compensation changes), with negative impacts on employee morale.
Developing Success Profiles and Professional Development Paths
A global healthcare services provider recognized significant performance gaps amongst their audiologists and was experiencing high attrition due to a lack of professional development paths.
Aligning, Centralizing, & Standardizing Coaching Across Europe
A global consumer packaged goods company was using multiple coaching providers, resulting in rising costs, varied quality, and difficulty identifying consistent business results.
Positioning a Major Spinoff for Success
A global organization planned to spin off their security technologies business to a stand-alone, $2 billion company, on an aggressive timeline with limited internal resources.
Managing a Technology, Process, and Culture Change
A global financial services firm sought to implement an industry-leading technology platform to address competitive and operational pressures.
Designing Cross-Functional Leadership Competencies
A large health system was revamping their succession management process and needed clear leadership competencies to more effectively recruit, manage, and develop managers.