Year 1: MEASURE EMPLOYEE ENGAGEMENT WITH GALLUP Q12 AND BUILD PROGRESS.

LEADERSHIP DEVELOPMENT.

• First we facilitated management team workshops to align everyone around the next level goals of both performance and ideal behaviors. Facilitated the org-wide Gallup Q12 employee engagement analysis. They were the starting point of individual strengths-based employee-engagement focused coaching sessions with top 30 company leaders.
• After people started sensing the difference in leadership, 80% of employees went through a series of team coaching sessions, focused on removing most common obstacles in the way people worked together.

Year 2 – 7 : PROGRESSIVELY FOCUS ON PEOPLE-FIRST LEADERSHIP AND WORKPLACE

YEARLY Q12 EMPLOYEE ENGAGEMENT ANALYSIS

Yearly, we helped facilitate the prep-communication, the engagement-strategy alignment, the roll-out of Q12 analysis, the results debrief, and action planning session for all the leaders.

THRIVING LEADERS

Every second year, all leaders went through a series of leadership coaching sessions, to polish their strengths-based, engagement-focused leadership skills.

CLIFTONSTRENGTHS PROFILING OF ALL EMPLOYEES

To drive focus on strengths.

THRIVING TEAMS

We helped teams establish new routines that lead to belonging, clarity, smooth collaboration inside and outside their teams, and established a recognition culture.

VALUES

Corporate values progressively became more and more people oriented, simple, and lived. What was once “set in stone”  by the HR is now collectively discovered and updated with all the employees every 2-4 years, depending on the need to revise strategic direction.

COMMUNICATIONS SUPPORT.

Supported the change initiative and helped HR, PR and the Board craft the open and transparent communication to ensure alignment, buy-in and reinforcement of the culture change.