Testimonials
The Context
What We Did
The Results
Client Y couldn’t find a suitable person to lead their organizational development efforts in Vietnam.
We stepped in to provide leadership for the department, developed everyone to higher levels, and groomed a successor to take over after.
The client now has a well-functioning OD team that is doing groundbreaking work in their industry.
Client L’s engagement was lower than needed, because of lack of career opportunities for staff.
After analysis, it turned out there was no clarity on competencies needed at each level of the org. We created a bespoke competency model to fill that gap.
Conversations between managers and staff became centered around competencies that were needed. More staff created a personal development plan.
Client M’s had hiring issues. They didn’t get enough people in the door; too many people were rejected, but they still needed quality hires!
Forced interviewers to score the candidates and kept track of those scores. Ran calibration sessions. Gave interviewers feedback on where they graded on the curve.
Interviewers became more realistic in their grading, and more people were hired, without impacting quality.
Client Z wanted to tap into the graduates hiring pool, despite their mature operating model and high expectations of staff.
We created a program that included cultural “programming”, guidance by experts, clear evaluation criteria, and we proposed a pilot with 2 graduate trainees.
The pilot was successful (both were given permanent contracts). More than 50 graduates went through the program successfully after, leading to a wider hiring net.
Client S wanted a mentoring program to give more development options to staff.
We created the program, ensured there was attention for the mentors AND the mentees, and made mentoring skills part of the expected skills of senior staff.
+/- 45 mentors made themselves available for mentees, which led to 60+ productive mentor-mentee relationships. Developmental indicators went up.
Client Y had grown a bit too fast and became too siloed.
We created opportunities for staff to meet and connect with colleagues from different departments in different ways.
Many new connections were created and many “networking events” were visited. Some people made friends for life with people outside their own silo!
Client C had a super boring onboarding day, filled with hundreds of slides. Staff were overwhelmed and not better prepared for performing at their best.
We completely revamped the onboarding experience to an exciting and educational treasure hunt. We removed all PowerPoints from the onboarding day.
When asked, people used different terms to describe their onboarding day: “excited”, “pumped”, “learned by doing” and “time flew by” and it became an important branding and culture tool.
A department at client D changed its operating model, but the majority of the staff didn’t believe in it and it almost failed.
We organized a day where staff could connect with the old operating model; celebrate its merits back in the days, and use the learnings of the old way to co-create the new way.
Staff felt included in the design of the new operating model, and felt acknowledged for working with the old. Change was accepted and improved.
Client D had no Leadership philosophy and no Leadership Development in place. They saw it became an issue with increasing conflicts and decreasing engagement, now they grew faster than expected.
Brainstormed the leadership philosophy with the Executive team. Created an extensive Leadership Development program that all leaders and potential leaders went through.
Issues decreased and engagement increased.
Chief Strategy Officer at client D struggled with getting buy-in from the rest of the C-suite.
We used a 360 degree feedback tool to help him see his personal SWOT. Coached him to engage more with staff.
CSO increased self-awareness and became more effective in his role. Stayed on for many years after.
Client X was invited for a job interview and had confidence issues.
We practiced with the client until they felt confident enough.
The client felt calm and composed during the interview and was able to bring across all their strengths. ”Well worth the money”, he said.
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