Situation

The organization had recently completed 360-degree performance reviews of the executive team. I was chosen to assist one of the key executives with improving her effectiveness as a leader.

What we did:

• Analyzed the 360 feedback to define with the leader and her boss a specific area of focus.
• Selected a group of individuals who would be most positively impacted by the leader’s improved effectiveness (e.g. her direct reports, boss, and peers).
• Enrolled these individuals as stakeholders in the leader’s improvement.
• Crafted a tangible action plan using input from her stakeholders.
• Coached the leader as she made improvements outside of her comfort zone and demonstrated visible changes in her leadership behaviors.
• Defined her plan for carrying this forward beyond the formal executive coaching period.

Impact

The leader made notable and visible improvements in her chosen area of focus. Her closest colleagues recognized her for the positive changes that she made in her leadership behaviors. The leader committed to making further improvements by repeating the process on her own at the conclusion of our formal coaching arrangement.

Situation

The business was seeking to grow and expand however many aspects of the business were very informal and therefore not necessarily scalable.

What we did

In working with key leaders in the business, I identified several areas that would benefit from more process and structure in order to support the growth and expansion of the business. We created more formalized processes and job aids, decision-making methods, a planning approach, hiring and on-boarding process, branding, and customer feedback mechanisms.

Outcome

The business has expanded and grown, facilitated by scalable processes and structures.

Situation

A new CEO was transitioning from a middle management position within the organization. He inherited a company culture marked by fear and mistrust and an externally damaged reputation.

What we did

In working with the new CEO, we led Board-level action planning, as well as established key initiatives for employee engagement, leadership development, and process improvement. With stabilization achieved, we then led the senior leaders in setting a path forward for the next three years – bringing clarity and specificity to their strategic direction, a path forward with clear focus and common agreement amongst the senior team, and measures to use to monitor their progress.

Outcome

The organization has regained credibility in the market; strengthened relationships with their regulators, staff and community; and is executing on their newly defined strategic direction. The CEO is enjoying great success in his role.

Situation

A regional medical center established a vision To Be the Best Community Healthcare System in New England. They adopted two complementary frameworks to guide their organizational transformation. They engaged us to guide them in reaching their ambitious vision.

What we did

We led the organization in the development and implementation of a multi-phased Transformation Plan to substantially improve the organization’s systems, processes, and leadership performance. We designed and implemented an integrated Leadership System in concert with the senior leadership team that:

• Focused the organization on its key customers and defined its organizational direction;
• Equipped leaders at all levels with a systematic approach for managing their key processes;
• Developed a focus on the future through an integrated planning system comprised of strategic, tactical, and action planning processes;
• Improved organizational performance by establishing a cyclical process for disciplined review of organizational and departmental performance, and methodologies for performance improvement and process design/redesign (when indicated)
• Embedded the means for ongoing evaluation and refinement to ensure a climate of continuous improvement.

We served as close advisors to the CEO and members of the senior leadership team as they underwent their own personal transformations.

Impact

The organization’s transformative ‘journey to excellence’ has been recognized for excellence through two significant external validations:

• The Baldrige-based Governor’s Award for Performance Excellence, and
• ANCC’s Magnet Hospital designation.
The medical center is the first and only healthcare organization in their State to receive both of these awards. In addition, they have received dozens of national awards for quality of care, patient safety, patient satisfaction, and leadership as a result of their organization-wide transformation. The organization’s leaders (at all levels) are now consistently future-focused, data-driven, and skilled in execution of patient-centered improvements, resulting in ongoing performance outcomes.

Situation

An organization underwent a substantial change within its senior leadership team, replacing six out of nine members. The new team invested in leadership development to improve organizational capability and results.

Intervention

Through LEAD™, we developed leaders at all levels in the organization. Elements included:

• Defining the mission, key customers, and key processes for all areas within the organization;
• Equipping leaders with a suite of management decision-making and planning tools for effective team-based involvement;
• Establishing a systematic approach for performance measurement and monitoring;
• Instilling a fact-based management approach for evaluating performance measures and determining appropriate interventions;
• Creating a powerful and timely communication system; and
• Management practices for the engagement and alignment of staff.

Impact

In one year’s time, leaders at all levels gained considerable knowledge and experience, and senior leaders realized the benefits of management consistency. Leaders utilize these approaches in their ongoing daily work contributing to improved performance.

Situation

An organization had recently defined a multi-year strategic plan with an emphasis on achieving organizational excellence. They sought our counsel in effectively implementing the plan.

Intervention

Using our proven approach, we assisted with implementing the strategy, which included:

• Key measures for monitoring impact on their defined goals
• Assignment of responsibility for execution
• Leadership development in techniques for engaging multi-disciplinary teams
• Tools for ensuring clear delineation of one year action plans with defined owners
• Facilitated sessions to launch action plans
• An organization-wide cascading process

We provided advice, counsel and direct support to the executive team to ensure their confidence in carrying through with the implementation framework.

Impact

The organization has delivered superbly well each and every year since on their strategic priorities. This strategic approach has transformed the organization. They have subsequently sought our involvement in crafting their ambitous strategic direction for the years ahead.