Fortune 500 IT Director Achieves Financial Turnaround for Entire Business Unit

Industry: Telecommunications
Client: Director of Strategy, Global Telecommunications Company
Service: Leadership Development

Challenge

After taking on a new position, a Fortune 500 IT Director was tasked with turning around the wholesale business unit from -8% and positioning it for growth within four years. The client also needed to develop stronger presentation skills that would allow her to better adapt for different audiences.

Overview

Developing critical thinking, emotional regulation, and executive presence, client was able to leave her comfort zone and increase personal interactions with diverse stakeholders. She strengthened her networking skills and business acumen to become an integral part of the strategic planning for the wholesale business unit.

Outcome

Client positioned the business unit for profitability in just nine months, far surpassing her four-year deadline. Her presentation style became clearer and her PowerPoint decks less dense. She minimized the “tech talk” and instead used storytelling to explain why the company’s solutions matter to different audiences, allowing 14 new products to be added to the portfolio.


Director of Strategy for a Fortune 500 Develops Profitable New Business Stream

Industry: Telecommunications
Client: Director of Strategy, Global Telecommunications Company
Service: Leadership Development

Challenge

A Fortune 500 strategy leader wanted to acquire the necessary confidence to take more risks and present bold, new ideas. He also wanted to enhance his presentation skills while adapting his message for different audiences.

Overview

Leadership coaching included multiple feedback processes, including 360° feedback and the Hogan assessment. We partnered to strengthen his leadership presence and self-confidence, and rehearsed his presentations to help him speak in a more authentic, relaxed manner. The resulting boost in confidence combined with his new storytelling skills allowed the leader to better engage his audiences and turn complex ideas into rich, compelling presentations.

Outcome

Near the end of the six-month engagement, the leader was credited by the CEO for expanding the home connectivity concept, creating a new blueprint for future opportunities, and establishing a new way for the organization to do business.


C-Suite Executive’s Newfound Leadership Skills Drive Positive Business Results

Industry: Finance

Client: Head of U.S. Sales, Global Financial Institution

Service: Leadership Development

Challenge

The leader was promoted after 20 years as a single contributor. He’d never managed a staff and felt uncomfortable with public speaking, a crucial skill in his new role.

Overview

Leadership coaching using multiple feedback processes strengthened his emotional intelligence, interpersonal, and listening skills. We practiced his presentation style using video playback.

Outcome

With more self-confidence, the leader was able to enjoy speaking publicly with a strong presence, and to make faster decisions across the organization resulting in a profitable operation for the first time in two years.


High Potential Becomes a Strong Leader

Industry: Media

Client: Editor-in-Chief, Global Media Technology Company

Service: Leadership Development

Challenge

The client had never managed a staff or led a team and needed to improve her communications and time management to deliver stronger business results.

Overview

Using feedback processes, coaching tasks, and honest conversations around difficult subjects, she developed increased self-awareness and self-management, and redirected negative communications to strengthen her influencing skills.

Outcome

The client learned to effectively manage a ten-member team and was promoted to develop media campaigns, TV, and cable segments.


How a New Team Became a High-Performing Team

Industry: Utilities

Client: U.S. Department of Energy Communications Team

Service: Organization Development

Challenge

The new team had never defined their goals, purpose, or members’ external and internal roles. Half the team was virtual making for communications difficulties.

Overview

Using the STAR Model as the organization development framework, we defined and streamlined processes and procedures. Team alignment sessions were held with individual and team assessments, which encouraged and incorporated diversity of perspectives.

Outcome

The team wrote their mission statement (what they do) and vision (why it matters), which clarified and unified their business goals and strategies. The result was a better aligned and higher performing team. Members said they felt more energized with new found clarity around role expectations and outcomes.


College Leaders Align Their Teams to Achieve 75%+ Increase in Student Participation

Industry: Higher Education

Client: Vice President, Directors, Team Leads, Staff – CUNY Colleges

Service: Organization Development and Leadership/Team Development

Challenge

Student participation was low at The Black Male Empowerment Center and two Student Affairs Divisions at multiple CUNY schools.

Overview

Leadership coaching strengthened competencies and communications skills for team leads. Team-alignment sessions using individual and team assessments led to greater awareness, improved communications and enhanced team productivity.

Outcome

Improved productivity and staff management increased student participation by an average of 80% at all three colleges within one year.