Case Studies

Organizational Design | Leadership Strategy |Company Culture

We have helped improve performance in a number of organizations that faced business problems rooted in organizational design, leadership strategy, and culture – three key organizational elements that are essential to achieving business goals.

The following case studies provide a synopsis of the problem, our solution, and the business outcome. Although they are shown in the context of one organizational element, it is easy to see how each of the situations integrates with and affects the other two.

Organizational Design

Case Study 1

Situation: A member-owned cooperative that had outgrown its capacity doubled its physical space and staff and expanded its operations significantly and rapidly. During this demanding period, insufficient organizational infrastructure and capability led to declining profits, strain on resources and morale, and leadership changes.

Solution: Partner with the cooperative to redefine the role of the organization’s senior leader to meet the needs of a more complex operation. Develop and manage a detailed process for recruitment and selection of a new senior leader. Establish and lead a committee charged with conducting a national search and recommending a final selection to the Board.

Results: Engaged a strong, experienced leader ahead of schedule and under the search budget. New management structure and strategic plan in place within three months. Organization realized revenue growth across the board and improved cash flow, while achieving material reductions in operating costs.

Case Study 2

Situation: While a Fortune 100 company was changing the strategic priorities and national structure of a core business function, it needed to retain key staff, maintain market position, and sustain performance levels.

Solution: Partner with leadership to redesign all roles and organizational structure and develop a change management strategy, including a detailed communication plan and a sequential process to select leaders and fill new or redesigned roles. Implement and manage process until new organization fully staffed.

Results: Retained all key leaders and other critical individuals. Performance levels and market position maintained and new strategic objectives met.

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Leadership Strategy

Case Study 1

Situation: A growing non-profit organization was experiencing demand that exceeded its capacity. New direction and focus from leadership were needed to rise to the next stage.

Solution: Redefine role of Executive Director; develop and equip incumbent with skills to lead in a rapidly changing environment.

Results: Leadership effectiveness increased. Strategic plan implemented. Capital campaign planned and feasibility study initiated.

Case Study 2

Situation: National corporation with over $75 billion annual revenue needed to accelerate ability of new leaders to add economic value to the organization and to increase long-term retention among this critical group.

Solution: Conduct in-depth assessment of current leadership assimilation practices; identify program elements and outcomes critical to success and those that would lead to failure. Leverage existing technology capability to design and implement a comprehensive program to support the goals and expectations of the company. Develop and implement rigorous processes to measure user acceptance and drive full adoption.
Results: Initial assessment of effectiveness 98% favorable, with steadily increasing program utilization.

Case Study 3

Situation: A newly organized department was not meeting business goals, was having difficulty filling open positions, suffered from insufficient communication and was using practices inconsistent across multiple sites.

Solution: Partner with senior leader of this critical business function to design and conduct a “manager integration” process; facilitate sessions to gather feedback from direct reports and engage stakeholders in open and constructive dialogue; gain agreement on follow-up commitments and actions; provide focused coaching to senior leader.

Results: Department goals met. Communication improved and consistent practices applied across sites. Key employees identified and retained.

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Company Culture

Case Study 1

Situation: Company achieving rapid growth through acquisition was experiencing decreased employee engagement and increased turnover rate among employees during their first year was high. Connection between stated organizational values and day-to-day work experience was not apparent or non-existent.

Solution: Conduct in-depth assessment and comparison of desired and perceived cultures. Review all existing messaging and people-related policies, practices, and communications. and redesign where necessary to support organizational values. Develop clear, consistent, ongoing communications to articulate and reinforce values throughout organization.

Results: Increased employee engagement. More effective candidate selection. Clear and consistent criteria and expectations for performance assessment, talent management, and leadership planning and development.

Case Study 2

Situation: A large, complex, geographically dispersed organization was experiencing high employee turnover. The cost of turnover and its disruption to operations had not been quantified, so there was not a compelling business case for addressing the issue.

Solution: Create model to determine cost of turnover. Analyze turnover by function, role, and location to identify primary cost-drivers. Develop targeted programs to increase retention of employees in three key areas.

Results: New organizational capability to apply cost-benefit to reductions in turnover. Retention improved in areas targeted. Commensurate decline in turnover costs.

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