Case Study:

Challenge:  A Health Authority implemented a significant change, which increased patient flow through the hospital but also contributed to employee resistance.   The Health Authority did not want to face the same negative experience as it rolled out the change system wide.

Solution: Through coaching, ownership transferred from the project team to site leadership. This gave site leaders an opportunity to own the project’s successes and feel that this was their project – “not something being stuffed down their throat”.  We redefined roles creating clarity amongst the key stakeholders.  We created a suite of document templates with “how to’s” to support the People Engagement Strategy at future sites.  We coached the project team to use language that addresses “what’s in it for me” and spoke to the feelings of those being impacted by change.

Results: Because of the focus on the people, participants have accepted the change with more ease and site leadership has owned the initiative. The project team was able to leave the project with confidence knowing that sustainment would continue because the project participants owned the project success.  

Case Study:

Challenge: A department reorganization created confusion amongst staff members re: responsibilities and overlap in duties.  There also was resistance to accepting certain job duties a.k.a “it’s not my job to do that”.

Solution: We conducted a job analysis of the key positions, assessing work flow and work processes identifying bottlenecks, overlapping job duties and responsibilities.

Results: Overall functioning of the department was improved due to clearly distinguishing and defining the job functions and their respective job duties. Increased department morale and decreased redundancies. 

Case Study:

Challenge:  An engineering firm’s senior leadership team was losing three of its top senior leaders in the next three years.  The firm was working with a Mergers & Acquisition company to plan for succession, monetize the value locked in the company and increase the fair market value of the firm.

Solution:  We designed a three-point data system to assess what made this leadership group so successful (i.e., online assessment; interviews with senior leaders and focus groups).  The data gathering led to determining key strengths, competencies and skill sets needing to be considered for succession planning.  The key was moving from a focus on the “person” to skills-based and be able to present hard data to the board of directors.

Results:  We were able to open dialogue within the board of directors to fact-based as opposed to focusing on internal favorites identified as possible successors.  This created an objective criterion for positioning the future company’s leadership. 

Case Study:

Challenge:  A railway organization was anticipating an increase in demand for conductor and trainmen and wanted to revamp its existing training program (which we had developed a decade earlier) to incorporate more self-paced learning so that they could leverage their existing instructor-base and train more students in a shorter period of time.  They also wanted to revise the examinations and build a test bank to reflect the new regulations and provide alternate tests for rewrites.  The six-week program had to be complete within four months.

Solution:  Using the core elements of the base program, we redesigned the program into smaller modular chunks, incorporating 30% self-pace learning, mostly as pre-learning prior to entering the classroom.  We worked closely with the internal subject matter experts to expedite the production process. 

Results:  The training program was ready for delivery on time and within budget.  The instructors had less of a “load” to carry as they could rely on the self-paced learning to fill in some of the learning gaps for their students and to act as remedial instruction when necessary. The instructors were therefore more available to deliver training to a larger number of learners, thereby preparing a higher number of conductors and trainmen for duty.