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Following are some brief examples of the types of work we have done for various clients. We are very interested in helping your organization to succeed as well. (Names and positions are changed.)
  Mentoring and Knowledge
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James, who is Vice President of Operations at a major energy company, faces a critical turning point in the development of his organization. From workforce planning efforts, James has learned that nearly 40% of his division is eligible to retire within the next 3 years. Facing this potential "brain drain" in terms of the knowledge that could be walking out the door, it is important to James and his senior management team to have a process where leaders can develop other leaders before they depart the company, This is especially important since James' area of the company deals with both technical operations and large project management endeavors. Mentoring already is happening informally within the organization, but our customized approach is attractive to James for several reasons:
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It presents an opportunity to train mentors and coaches according to the new emphasis on leadership behaviors, the transition from older technologies to newer ones, and the development of a project management office within James' division
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This is an opportunity to target specific mentoring activities around the diverse members of the James' organization, including matching younger, less experienced managers with more senior seasoned managers
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It can help ensure that the high potential leaders in the company receive help, especially targeted to their stretch development goals.
 Succession Planning
Tamara, the Director of Finance of a healthcare institution, is concerned as yet another merger is about to take place. Identifying enough savvy leaders to fill the anticipated revamped positions in Finance and Accounting, as well as creating a pipeline to back-fill the positions impacted by the merger is keeping her awake at night. She needs to institute a systematic and well-integrated process for early identification of talented leaders, regular discussions among the senior management around who to develop and how to do this on the job, and how best to accelerate the entire process for rapid leadership growth. Our approach to this type of challenge is to:
- Determine the critical competencies that will leverage the strategic growth of the business
- Define the organization's overall succession philosophy
- Partner with the HR executive and management board to develop a systematic and well-integrated process for early identification of talent
- Set up system for regular review/discussion that will lead to practical development plans for those targeted.
 Executive and Management Coaching
Alex, a skilled 30-year-old manager of marketing, was thrown into the role of director of his e-commerce company's worldwide sales and marketing plan. Today he realizes 3 things. First, he needs to learn quickly how to lead a group of managers with competing and conflicting styles. Second, he has an under-qualified but enthusiastic staff and needs to hire yet more new people to meet future goals. How and whom does he promote? Third, this director position could lead to a VP position. How can Alex do an exemplary job when he has never had leadership training and his boss is too busy to mentor him?
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