SUPER-LEADERS GET RESULTS

SUPER-LEADERS GET RESULTS

SUPER-LEADERS GET RESULTS

The powerful partnerships we form with our clients have a profound impact on the growth of leaders, teams and organizations — and the ROI delivered is a direct result of how we inspire change, establish accountability and drive outcomes that matter.

Here are a few examples of the wide-ranging goals we’ve helped our clients achieve on the way to becoming super-leaders.

INCREASING TOP TALENT RETENTION FOR AN INTERNATIONAL ENTERPRISE

The client organization launched a learning and development program to support its top talent.

As part of this, participants are placed in small, virtual learning groups comprised of team members with diverse roles, cultures and expertise from all areas of the organization (marketing, finance, R&D, customer service, sales, etc.).

Potential Within has coached these groups and their individual members for seven years with the goal of expanding participants’ leadership capabilities, building and enhancing their network across the organization, and utilizing peer coaching and support.

Since its inception, the program has enabled employees from around the globe to overcome the challenges of a virtual workplace, dramatically decreasing the cost of talent for the organization overall.

TAKING A TEAM FROM FORMING
TO HIGH-PERFORMING

The leadership team of the client’s Patient Care Services division needed to build cohesion and achieve high performance during a critical and transitory period.

Not only had the team recently undergone reorganization and had two new leaders onboard (one internal, one external), but team members were also preparing for several important site reviews and a move to a new building.

Potential Within worked collaboratively with the leadership team to set and pursue the priority goals for the engagement, including:

  • Define desired changes
  • Identify and build key leadership skills individually and collectively
  • Articulate new team standards of behavior
  • Foster a strong culture of effective communication
  • Develop greater levels of trust and understanding
  • Become a single unified team

To support team members in walking their talk, Potential Within brought a process for formalizing the team’s commitment, as well as practical tools and structures for deepening team relationships, empowering change and practicing new behaviors. 

As a result of the coaching, the team also grew its resiliency, developing the ability to flex and adapt to ongoing challenges within the organization while maintaining high performance.

EVOLVING A DEPARTMENT HEAD TO
LEAD A MUCH LARGER TEAM

Overnight, this Director of Software Quality Assurance saw their staffing responsibility change from eight direct reports to leading a team of 40 direct and indirect reports, including consultants and overseas staff.

The client engaged Potential Within to help them:

  • Evolve their management style to suit a bigger organization
  • Develop and implement strategies to manage change
  • Foster greater collaboration among team members
  • Facilitate faster integration of new organization with the goal of becoming a high-performing department more quickly

Through the coaching, the client experienced a smooth transition to a new leadership style, helped their team adapt to the change and saw an immediate improvement in employee satisfaction scores.

Along with making the shift to working through direct reports to achieve desired business results, the client learned new ways of nurturing the personal development of those direct reports to further improve departmental performance. 

HELPING VP NAVIGATE COMPLEX PEOPLE
CHALLENGES IN A M&A SCENARIO

This Vice President of IT was responsible for supporting an acquired asset of their employer’s larger company and needed to bridge the gap between the two organizations and their vastly different cultures.

Complicating the endeavor were negative perceptions about the VP related to collaboration and flexibility, and overcoming this was their primary reason for seeking coaching.

Potential Within supported the VP in navigating the highly volatile issues resulting from the acquisition and making significant shifts in their approach with colleagues.

Through the coaching process, the VP’s self-awareness of their communication style increased, resulting in new behaviors that dramatically improved work relationships.

The VP is now increasingly asked to participate on cross-functional initiatives — strong evidence of their being seen as an open-minded and effective collaborator.

GUIDING A LEADERSHIP TEAM TO DEFINE
AND LEAD A NEW CULTURE

The leadership team of a nonprofit was acclimating to a new CEO and reorganizing with a merger of two teams that traditionally had very strong boundaries between them.

Coaching focused on:

  • Re-establishing trust
  • Creating deeper understanding of each other’s work and communication styles
  • Defining how to work together more effectively
  • Developing new levels of accountability

Through the process, leaders strengthened their presence within the organization and created a shared vision to guide the new merged team through a difficult transition.

GROWING A DIRECTOR’S REPUTATION
FOR TEAM LEADERSHIP

This pharmaceutical industry Director was tasked with reorganizing their team of diverse employees with education levels ranging from high school to Ph. D., and they engaged Potential Within for support. 

As part of this, the Director wanted guidance in managing an especially difficult employee and was seeking ways to enhance the professional development of key staff.

After working with the Director on adapting their leadership style and increasing personal presence and impact, they were asked to lead an international initiative that required integrating multiple perspectives to design a solution acceptable to all stakeholders.

HELPING A SUBJECT MATTER EXPERT
BECOME A RESPECTED LEADER

A Senior Associate Director in the pharmaceutical industry had become highly regarded for their expertise and was leading a team of research scientists.

However, to continue to grow in their career, the client recognized the need to shift perceptions related to their leadership among clients and senior level executives within the organization.

The coaching helped the client improve their interpersonal skills, develop a collaborative style of leadership and demonstrate the ability to innovate.   

As the client’s self-awareness of their executive presence and style of communication increased and their capabilities expanded, both their immediate supervisor and the organization’s leadership team reported a substantial change in client’s ability to connect with others and lead both directly and indirectly, as well as drive innovation.

COACHING A LEADER THROUGH TURBULENT TIMES

A Vice President was overseeing a large staff that had been through multiple restructuring initiatives resulting in loss of employees, outsourcing of several work processes and a significant decrease in morale.

Even in a competitive and stressful environment, coaching helped the client improve difficult work relationships and find synergies for increasing productivity with a smaller team by working with a similar group in another division of the organization. The client also enhanced their ability to influence decisions with senior colleagues.

Ultimately, the client successfully led their team during a difficult time of change, meeting the needs of their team through stronger leadership.