"Setting himself apart from so many in his field, Doug is skilled at moving leaders to action with a sense of urgency and focus. He is able to combine longer term needs to shift commercial and cultural dynamics with the immediacy of delivering results 'now'. "
VP HR, Global Operations
Nuance Communications, Inc.
Case Study 1: Developing Senior Leadership & Building an Innovative and Customer Driven Culture
A rapidly growing and highly successful manufacturing company based in South Asia needed to quickly develop leadership and management capability and build alignment within senior management around a clear and compelling vision and strategy.
What We Did
After completing a thorough needs assessment, we designed and conducted a multi-session leadership development program that included 360 assessments, individual coaching, action learning assignments for learning teams and individual leaders and follow-up progress review and development planning sessions. We also worked with the CEO to structure, organize and develop the first senior management team in the company's short history. Based on the outcomes of intensive interview and survey-based assessments of the senior leaders, we...
Company has grown revenues over 30% per year over the past 15 years while becoming the preferred vendor to several world class brands including Victoria's Secret, Nike, Adidas, Gap and Speedo. They have also recently been rated as one of the top 20 companies in Asia by the INSEAD (France) publication, World Business Journal. Participating in the MAS Leadership Program has become a "right of passage" for leaders across the company which now has over 45,000 employees. To date over 200 leaders from Sri Lanka, India, Hong Kong and the US have completed the program and it has become the key development experience for leaders across the company. Divisions and corporate functions now go through a selection process to get nominees admitted into the program. It has had a major impact on the leadership "mindset," values, behavior and impact across the company.
The senior team quickly had huge impact on the company as it took on responsibility for setting vision and strategy, clarifying and reinforcing values, introducing world-class management and financial systems and processes and working closely with MDA Associates International to implement world-class leadership development programs and performance management processes.
Case Study 2: Tailoring Assessment, Development and Coaching for the Senior Team
The largest bank in Asia has developed sophisticated talent management and leadership development systems and processes, but the country-level application, relevance and impact is problematic. The client is a country CEO and senior management team that determined they needed a practical, customized leadership development and coaching process for the senior leaders. Competition from local and other large international banks was increasing rapidly. The leadership and management skill levels, top-down style and bureaucratic thinking and behavior of the past were no longer adequate and certainly would not sustain the competitive advantage and profitable market share of the past.
What We Did
After designing and conducting a thorough needs analysis, we developed a leadership development and coaching program that focused on intensive assessment, feedback, development planning and coaching for the ten senior leaders in the organization including the CEO. The coaching process was supported by quarterly leadership development workshops that introduced the senior leaders to state-of-the-art leadership, management and strategic thinking/planning concepts, practices and behaviors. The quarterly sessions also introduced the concept and process for building a senior team.
A second round of 360 degree assessments coupled with CEO observations have demonstrated measurable improvement in effectiveness for the majority of the senior leaders. They have demonstrated significant changes in their leadership mindset, behavior and practices. The senior "group" has clearly become more of a team having renamed it and acting as the Senior Management Team. They are clearly acting in a more collaborative, aligned, strategic and effective manner.
Case Study 3: Improving Leadership, Collaboration and Culture at a World Class Entertainment Company
The client is a rapidly evolving organization that serves as the operational core of Sony Music's ability to compete in the challenging, evolving and rapidly changing digital music and media domain. In early 2008 they determined that rapid growth and the expanding rate of change and complexity required them to act. Centerpiece to that action was measurably increasing their leadership capability overall, enhancing leadership team collaboration across functions and the globe, and bolstering personal effectiveness. After reviewing proposals from several respected consulting firms, including CCL, we were selected to design and implement what the client called their development "journey."
What We Did
While still in process, we designed a journey that has included a series of workshops for the top 33 leaders as its centerpiece. The process has focused on developing leadership, team and collaborative skills while also increasing personal awareness and effectiveness. The overall journey has included multiple assessments, intensive coaching, senor team sessions, workshops and personal and team support. This work has focused on individual leaders, functional teams with the senior team. The sessions have been conducted in the New York and in London where the international operations are based.
According to the SVP of this group, the impact has been significant on the behavior and effectiveness of individual leaders, functional teams and the senior team. The team and individual sessions and have all been designed and delivered in a manner that represents a keen awareness of their needs and challenges and has been delivered with a high level of skill and effectiveness.
A progress assessment survey and on-going discussions revealed that the leaders have all benefited tremendously, both personally and professionally, are more collaborative and the organization is a much better lead organization as a result. The journey has changed the culture of the organization. The Senior VP who leads the group has stated that he has, "gained a great deal personally and is a more effective, engaging and thoughtful leader as a result of Doug's coaching, feedback and support."
Case Study 4: Building the Culture, Establishing Strategy and Developing Leadership at a Social Networking Company
A rapidly growing social networking start-up needed significant improvement in leadership, in clarity and alignment of future direction and values and in engagement of staff at all levels. The pace was relentless, the leadership group was young and there was a clear and compelling need for clear direction and market focus in a rapidly developing and highly competitive marketplace.
What We Did
After a rigorous needs assessment and a number of in-depth meetings with senior and middle managers and board members, we designed and implement a process that included a leadership development and individual coaching program for the top 20 leaders; a team building and alignment program for the senior management team and a vision, values and strategy process in which all staff were actively engaged.
The CEO and the other senior leaders were far more effective at providing desperately needed leadership and in shaping a healthy, productive and engaging culture. An all-hands session and follow-up meetings and process were very successful in securing full engagement and commitment to a vision, values, market focus, and strategic plan. The senior team operated far more effectively as a high commitment/high performance leadership team. There are several cross functional/cross location teams working on projects that will continue to provide clarity, engagement, collaboration and alignment going forward.