Succession Planning
Industry Sector: Maintenance/Service

Challenge: This maintenance/service provider with seven field offices had 60 years of steady growth but no “pipeline of talent” for future leadership that would ensure the sustainability of the family owned company.

Solution: With limited resources, Success Labs designed and implemented a succession planning process to groom the family’s third generation and key contributors to effectively lead the company.

Result: While maintaining the integrity, core values and quality of service at the center of the company’s success, Success Labs helped the company establish and prepare a core group of leaders well-equipped to lead the organization into the future.
 

Critical Coaching Skills
Industry Sector: Government Contractor

Challenge: Managers lacked skills needed for setting clear expectations, delivering constructive feedback and obtaining accountability among employees.

Solution: Through our unique custom designed critical coaching skills lab, the managers learned skills and techniques to coach employees –how to listen, deliver feedback, and how to ask critical questions.  We used  “employee” actors to show managers how to deliver effective responses to challenging employee situations.
 
Results: Managers improved their leadership skills and techniques and learned how to effectively set expectations, motivate, deliver feedback and hold team members accountable. Participants gave excellent marks to the “Critical Coaching Skills with Actors” workshop because it used innovation and creativity to teach critical management skills.
 

Leadership Development
Industry Sector: Financial

Challenge: This credit union had a traditional leadership style and had never focused on innovative leadership techniques.  With a new president, the organization decided to invest in its future by helping the organization grow professionally as a team.  

Solution: The company engaged Success Labs’ team of executive coaches to facilitate leadership development classes.  The Management Incubator targeted assistant  branch managers and the Leadership Coaching Series targeted branch managers.  

Result: Leadership team skills improved, individuals grew professionally and the company was positioned for future market growth.
 

Competency Based Development/Succession Planning
Industry Sector: Chemical Industry

Challenge: A multi-million chemical company was faced with the losing institutional knowledge, experience and talent due to retirements and a strong job market.  They needed to develop a program aimed at emerging leaders – the goal was to retain talent, build leadership skills, improve company performance, and ensure potential successors.

Solution: Success Labs created a development process that targeted emerging leaders in all departments including Operations, Maintenance, Administration, and Engineering.  Using competency based leadership assessments, coaching, individual development planning and senior managers as internal coaches, we equipped these emerging leaders with leadership  tools to improve their relationship, communications and self-awareness skills.

Result: Within first 12 months, 20 emerging leaders were actively involved in their own development and had individual development plans that targeted the competencies or skills that each individual needed to work on to improve performance.  By bringing together team members at every level, the organizational development process succeeded.  This process is ongoing and resulted in the retention of at least two key contributors and successful promotion of two people.
 

Executive Coaching
Industry Sector: Healthcare

Challenge: A hospital had a technically and functionally savvy Director who struggled with interpersonal communication within the organization. This was hindering the Director’s ability to influence key stakeholders, build teams and be promoted.

Solution: Success Labs facilitated a competency based 360 degree feedback process to identify challenge areas;  then used  career mapping, executive coaching and the creation of an individual development plan to target identified competencies; and finally a development tracker to measure progress on the competencies that were targeted.

Result: Significant changes and progress resulted in targeted competencies: Building Effective Teams and Interpersonal Savvy.  Direct reports, peers and bosses reported an average improvement of 60% percent on the use of improved behaviors.