Case Studies

We’ve provided just a few of the engagements where we helped organizations succeed directly through various people-centric strategies. As our clients seldom want their specific challenges identified on a management consultant’s website, the company names are suppressed. Fear not, our results are always guaranteed.

A large healthcare provider’s IT group was a bit overwhelmed through excessive input (really!) and way too many attempts at “reorganizing.” We helped the leadership team find its way, and got them pointed toward a simpler, more successful direction. Individual coaching and group facilitation across multiple layers of management turned a wary workforce into a collaborative team that found $12M in efficiencies.

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A major financial investment firm was faced with a significant growth opportunity but lacked a unified leadership strategy. We helped the senior partners create congruence between their unique skill sets and growth-oriented, systematic portfolio management process. We also launched a leadership development effort to identity and groom the firm’s next-generation partners. Both have contributed to the company’s continued success.

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A major player in the aerospace industry recognized the need for senior leadership development and succession planning. We helped them create a tailored program for targeted individuals that included individual coaching, off-site facilitation, and active mentoring by the most senior company leaders. In addition to watching a number of the program’s participants being promoted, the company saw $1.3M in returns from business-related projects initiated by the participants.

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A large Houston-based construction company (production homebuilder) needed to react to a white-hot housing market at a time when a prior leadership regime’s heavy-handed approach cost them tenured management staff. Teaching empowerment, communications and engagement to a group that was hired to do the opposite was a challenge. Project Manager turnover is down almost 50%, and as important, time for developing future managers was cut by almost a full year—fastest pace ever for the firm.

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An industry-leading company in the power generation and engineering world suffered from poor external perceptions after demand for services surpassed capabilities. While their expertise was highly respected, the increased demand coupled with internal conflict led to some ego and communications issues. We helped tame that a bit through individual coaching to improve communication and leadership skills, and facilitated group workshops to build team unity and collaboration. Internal collaboration and client acceptance have both improved noticeably.

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A call center with operations in U.S. and Mexico, was trying to grow in spite of a 130+% employee turnover rate—not going to happen. Knowing that turnover is a leadership issue, we dove in, developing, training, and coaching the entire leadership team. We married their processes (recruiting, training, QA) to the newfound leadership approach. We created a scalable, repeatable process to succeed. Turnover is the best in their space, and costs of that turnover have fallen by almost $1M.

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A health sciences university was suffering from an entrenched, under-productive IT staff and its resistance to new departmental leadership. We partnered with the senior leadership team and developed new leadership strategy focused on service-oriented inter-departmental relations and engaged both in groups and one-on-one with the IT department’s key managers. The effort was so effective, the university expanded it to other departments. With improved employee satisfaction, reduced turnover, and $1.9M in annual cost reductions, the engagement was a huge success.

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An industry-leading manufacturer in the energy world, was growing fast, mostly through acquisitions. Much of their leadership team “grew up” in their respective companies, but not as fast as the company was growing. We identified the necessary skills, then facilitated group sessions and individual coaching. Plant managers are now focusing on developing others, and in empowering those around them; senior leaders are reinforcing appropriately. As evidence, the team recently flawlessly executed a vertical acquisition and a corporate relocation, both within 18 months.

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A growing tech firm in the commercial real estate space, was challenged with high turnover because they had a young leadership team with glaring holes in most of their processes—not exactly a match made in heaven. We helped them create an enterprise model for career advancement and a leadership development effort for high-potential employees. The resulting turnover reduction and higher workforce engagement were welcome successes.

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A large insurance brokerage in NYC had solid performers at all levels, just not the leadership direction and “compass” to set a collaborative course. We helped them find their way, embracing a “short-term” strategy or direction that staff could get behind, coached a few of their more impactful folks, and advised on an organizational structure to facilitate future growth. A big deal for a conservative company in a slow-to-change industry.

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A tech firm in the academic publishing space, had a leadership team that was down, and poor employee morale; their business model was unsustainable. We facilitated leadership development (training and coaching) and also led some pretty unique sessions for all employees to provide input to the senior staff for a new organizational strategy. Truly creating strategy from the ground up. The buy-in from the team and the skills development for the leaders translated into good things—new strategy, buy-in for direction, reduced employee turnover and eventual sale of company to a strategic buyer.

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