Gain Market Share
Align leadership and front-line workers to outmatch the competition
CHALLENGE
Facing increased competition and fighting to grow market share, a global retailer needed to fundamentally restructure the relationship between leadership and store staff to better meet customer needs.
ACTION
Our analysis identified store general managers as the crucial pivot point — change their behavior and we could change the top-down culture. Starting with a hand-picked group of change agents, we rolled out the tools and training necessary to improve communication companywide and instigate the necessary changes.
RESULTS
A significant increase in market share — particularly in customer segments that had been lagging — and a dramatic impact on the bottom line.
Win the War for Talent
Build a top-notch leadership development program to recruit and retain top talent
CHALLENGE
To win the war for talent, a global asset management firm sought to build a first-rate leadership development program.
ACTION
Gail worked with the CEO to identify high-potential leaders, then engaged them and their managers in a custom curriculum of assessments, individual coaching, group education, and mentoring.
RESULTS
Within a year, 30% of the participants had been promoted to more senior roles and the company had identified a second cohort of participants for the program.
Hit Profitability Goals
Transform a leadership style that led to missed goals and high turnover
CHALLENGE
With lagging productivity and profitability and leadership that risked legal exposure, a national financial services company was faced with shutting down a regional office.
ACTION
After one-on-one interviews and a confidential 360 survey revealed serious leadership gaps, the regional office’s two managers were given six months of coaching — and an ultimatum to turn it around.
RESULTS
At the end of six months, both leaders showed improvement on every item, driving office productivity and profitability above goal for the first time. Staff turnover decreased, and the two leaders stayed in their roles and added responsibilities at the national level.
Deliver on Potential
Help a high-potential leader lead the projects capable of leveling up her career
CHALLENGE
Despite respect from her colleagues, a high-potential leader couldn’t break through to the next level in a global professional services firm.
ACTION
For 12 months, we helped the leader find and run an innovative project in a strategic area of the business, proving her quantitative and strategic skills and winning the firm new clients.
RESULTS
Within a year, the high-potential leader earned a promotion, followed by several more. Today, she is a highly successful North American president for the firm.
