Here are two case studies for your review: Customer Example A The Situation: We recently worked with a Fortune 500 company that had experienced explosive growth in 2007. The executive sponsor stated, “In 2007 we got big. In 2008-2009 we need to get good.” They identified several concerns that may be familiar to your company, or to other global companies: Constant and rapid change as a result of mergers and acquisitions, Rapid leadership promotion and uneven development, Increasing business demands, Globalization requiring more virtual teams and technological strain, Need for multi-generational assimilation, Increasing diversity in work force. The Solution: 18 months of executive coaching with the top 20 leaders across business and functional lines, semi-annual leadership summits, ongoing assessments of key metrics. This client required measures of ROI, including 1) structured survey metrics, 2) structured feedback surveys, 3) ongoing assessments, 4) qualitative interviews, 5) dashboard metrics against their strategic plan, 6) impact stories toward their clear objectives (Return on Objectives, ROO). The Results: Were profound. All the key leaders were retained. Despite a major re-assignment, all 20 clients stated that executive coaching was “worth continuing.” Surveys after 6 months and 12 months found impressive results: “Others have commented on my improved effectiveness as a leader” jumped from 29% after 6 months of coaching to 42% after 12 months of coaching. “I am a more effective leader” jumped from 57% after 6 months of coaching to 79% after 12 months of coaching. “Personal productivity” jumped from 58% after 6 months of coaching to 79% after 12 months of coaching. Customer Example B The Situation: We recently worked with a functional line that had been targeted as innovative, but inconsistent. Key processes were reported differently from different locations, and when data needed to be evaluated there were not trustworthy data sources. This Fortune 500 company was evolving from a command-and-control hierarchical model (where information was provided on a "need to know basis" to a matrixed "trust-and track model" that required more transparent data sharing. The Solution: 12 months of individual executive coaching for 14 of the most important leaders, from the executive leader down to 3 recently hired Emerging Leaders. The Results: All 14 key leaders were retained, despite significant downsizing in their group. 4 of the 14 have been re-assigned new roles. 3 of the 14 have been promoted. All have worked with the same executive coach to guarantee consistent focus on Key Performance Initiatives, such as productivity and work life balance. Major initiatives have driven data sharing across business and functional lines throughout the world. Call us now to attain similar results AT YOUR TEAM. We would love to work with you. | 
