Example #1: Single Culture
A large operations firm grew even bigger following several mergers.
Soon after these mergers, the senior executives realized that no common corporate culture existed.
In fact, a divisive attitude was emerging from segments of the workforce that anyone "outside of
Baltimore" (or "L.A." or "Atlanta"), was clearly not worth anything. Yet, all of these locations
added value to the corporation.
John first performed an organizational assessment at all locations, and presented his results
to senior management. A series of off-sites were then designed and facilitated by John. The
goal of the sessions was to unite everyone on an agreed upon business plan and to have all
share responsibility in achieving it. Over a period of time, the participants grew to respect,
understand and appreciate each other. To ensure retention, John taught additional personalized,
leadership courses and mediated company problems.
Client Results
A combination of these focused efforts resulted in the emergence of a
positive and permeating single culture where people worked together and trusted each other - promoting
an overall increase in quality and performance.
Example #2: Managing Change
A Texas communications company was concerned that it could not sustain
its performance into the next decade due to the dramatic increase in technology. John designed and
taught a weeklong course on "Mastering Change," featuring the key attributes of creating "change managers."
The course included activities on innovation, communication, big picture orientation, relationships and
inclusion. All members of management received the course over a two-year period.
Client Results
The course defined and enhanced a "change ready culture" throughout the
company. This positioned the firm to capture and maintain new business worth hundreds of millions of
dollars in new contracts.
| |
