Case Studies Talent Management & Engagement __________________________________________________________________________________________
Succession Planning at a Nationwide Food Processing Facility _______________________________________________________________________ Issue:During a restructuring initiative, the leadership at a major food production facility concluded that the company's workforce needed to be reduced by 30%.To effectively compete with its reduced numbers of employees, company leaders needed to ensure that the remaining workforce was highly flexible and productive. However, the most senior employees had few transferable skill sets and were judged to be the least productive.
Solution:To minimize the risk of litigation, a peer review process was designed and implemented. Succession planning services were also provided, to ensure that the most productive, flexible, and promotable employees would be retained and effectively utilized.
Result:Decisions were formally documented and potential litigation averted through rating and ranking all employees on the basis of their skills and competencies against future needs. Thereafter, the company was able to effectively compete with highly flexible, competent, and motivated leaders and associates. Additionally, after identifying potential back-ups and high potential employees, the organization was well positioned in the event of unplanned vacancies in key positions. _______________________________________________________________________
Talent Assessment and Leadership Development at a Civil Engineering Firm _______________________________________________________________________ Issue: A 1,000-employee engineering consulting firm that was dealing with issues related to rapid growth wanted to strengthen its middle and senior leadership, This meant moving leaders from tactical approaches to strategic perspectives and helping them to work more effectively with a multi-generational and multi-cultural workforce.
Solution: A seven-module leadership program was custom designed and delivered, with a specific focus on understanding and valuing differences; motivating and retaining a diverse workforce; strategic thinking and planning; and more effective communication and methods for conflict resolution.
Result: Subsequent to individual assessments and feedback and training, leaders at all levels were better equipped and empowered to deal with current challenges. The organization's senior leadership team subsequently expanded the leadership development program to include additional members of management as well we newly promoted leaders. _______________________________________________________________________
Leadership Assessment at a Nationwide Charitable Organization _______________________________________________________________________ Issue: The Board of Directors for a nationwide not-for-profit organization wanted to ensure that current leadership had the required competencies to take on expanded roles resulting from the organization's rapid and significant growth.
Solution:Executive leadership performance was assessed, using a 360-degree feedback process and comprehensive interviews for the latter. Competency models were developed for executive leadership team members, for members of the Board's executive committee, and for positions that required new hires. Key processes and performance indicators were also assessed with regard to current organizational and leadership performance. Result: Formal assessments provided an objective basis for changes in leadership, for individual development plans, and for improved executive team and board member performance. In addition, the organization and its Board members implemented all recommendations made during the engagement (e.g., an interim model for Board structure, Board recruitment, organizational redesign, and culture transformation), and were able to successfully weather a difficult economic situation subsequent to the assessment. _______________________________________________________________________
Leadership Assessment and Development at a Healthcare Organization _______________________________________________________________________ Issue:After rapidly expanding through acquisition, a traditional-bricks-and-mortar healthcare organization needed to assess leaders at all levels to determine whether they had the required competencies to take the organization to the next level.
Solution:A leadership assessment and development initiative was launched that addressed needs of the executive team, middle management, emerging leaders, and physician leaders. Connections between the goals and vision of the executive leadership team were strengthened between the next level of leadership and the middle managers who were tasked with implementing the organization's vision and goals.
Result: The majority of members of this organization's executive team and middle management teams have remained in tact and continue to function efficiently and effectively. This has enabled the organization to continue to receive national acclaim. _______________________________________________________________________
Bench Strength Analysis at an International Development Organization _______________________________________________________________________ Issue: A large, global not-for-profit organization was competing for leadership talent with companies in the private sector. To keep pace with its competitive and, at the same time, prepare for continued growth, board members and senior leaders decided that a bench strength analysis was in order.
Solution: A comprehensive bench strength analysis identified traditional areas of risk as well as risk that was unique to this organization.
Result: The bench strength analysis provided a foundation for structured/formal succession planning and for continued monitoring of individual development plans for key individuals and their respective benches. The organization was also able to identify areas of risk and develop the necessary talent to succeed incumbents in key positions. _______________________________________________________________________
To learn more about how we help organizations maximize employee engagement, read our Talent Management & Engagement brochure. __________________________________________________________________________________________
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