Case Studies
Organization Case Study: Transportation Industry, Hong Kong
Company size = Approximately 1000 employees Problems/challenges:
- The business was going through a culture change. Up until this point they were a monopoly – no industry competition. A few years ago the business experienced serious competition however, there was no sense of urgency to improve their mode of operation.
- Changing the mindset of the enterprise to be proactive vs. always being in a reactive mode was a huge challenge.
- They were not cost-effective.
- They lacked structure.
- Poor communication practices throughout the enterprise.
- Poor customer service.
Steps taken to resolve problems:
- De-briefed with executive management to understand business initiatives and organization challenges.
- Facilitated corporate-wide presentations (sponsored by HR and the CEO) on the subject of self-discipline to help people become more productive and successful in their personal and professional life. Also presented on how to adapt to a changing business climate.
- Facilitated an assessment for each of the key departments to determine most critical issues.
- Facilitated a workshop to design a strategy and develop a roadmap to address the top people, process and performance issues for each organization.
- Determined criteria for success.
- Determined baseline productivity numbers.
- Determine success factors (new baseline productivity numbers) for each criteria.
- Implemented a new customer service-oriented strategy.
- Developed a Professional/Personal Growth Program for individual contributors and management.
- Facilitated individual 1 on 1 coaching for key staff and several senior managers who had not fully met expectations.
- Helped design a new organization structure to meet the demands of the business.
- Helped re-design key processes.
- Mentored entire team on how to train their mind to hold themselves accountable.
- Facilitated quarterly organization mini-workshops (checkups) to review the execution of the roadmap and address new issues as they arise.
Results:
- Improved teamwork throughout the corporation.
- Institutionalized discipline to improve productivity by 35%.
- Improved leadership skills throughout the enterprise.
- Improved communication throughout the corporation.
- Transformed several key staff from average employees to superstar status.
- Instilled a sense of urgency.
- Instilled structure.
Organization Case Study: Financial Services Industry, New York City
Department staff size = approximately 70 Problems/challenges:
- Negative perception that this particular department was not bringing value to the business.
- Financial Analysts were not very productive with their technology (i.e., too much manual processing, duplication of efforts, not user friendly, etc.).
- Unstructured (disorganized, lack of processes and procedures, etc.).
- Poor communication.
- Ineffective leadership.
- Not cost effective.
Steps taken to resolve problem:
- Presented to staff – how to build a competitive organization and how to improve their quality of life with discipline. The presentation also highlighted the importance of developing relationship management skills and EQ skills.
- Completed an assessment of the organization to determine the most critical issues.
- Reviewed the job responsibilities.
- Facilitated a workshop to design a strategy and develop a roadmap to address the top people, process and performance issues.
- Analyzed the job function of key Financial Analysts.
- Facilitated a workshop to specifically restructure the organization.
- Designed and implemented a new Personal Productivity Services function to focus on improving end-user efficiency.
- Helped design streamlined processes.
- Developed a Professional/Personal Growth Program (P²GP) to develop crucial skills (i.e., self-discipline, sense of urgency, leadership, etc.). This P²GP was the catalyst for 1×1 coaching sessions.
- Determined criteria for success.
- Determined baseline productivity numbers success criteria.
- Determined success factors (new baseline productivity numbers).
- Helped implement new cost-effective service offerings.
- Mentored entire team on how to train their mind to hold themselves accountable.
Results:
- End-user satisfaction improved.
- Improved teamwork and communication throughout the organization.
- Instilled a sense of urgency throughout the organization.
- Improved leadership skills in many of the staff and management.
- Institutionalized discipline throughout the organization to improve overall efficiency by 15%.
Organization Case Study: Media Industry, Atlanta
Company size = approximately 200 Problems/challenges:
- Lack of structure throughout the company.
- Little to no processes, policies or procedures. Company expanding quickly.
- Staff was always in a reactive mode.
- Poor communication between departments.
- Lack of leadership skills.
Steps taken to resolve problems:
- Presented to staff – how to build a competitive organization and improve the quality of their life with discipline (effective time and goal management, continuous motivation, focused, sense of urgency, etc.). The presentation also highlighted the importance of developing key relationships and EQ skills.
- Completed an organization assessment to determine most critical issues.
- Facilitated a workshop to design a strategy and develop a roadmap to address the top people, process and performance issues.
- Developed new job descriptions.
- Facilitated a half-day workshop to restructure the company.
- Recruited key staff.
- Implemented best practices (Policies, procedures and processes).
- Implemented a Professional/Personal Growth Program (P²GP) to develop crucial skills (i.e., self-discipline, leadership, etc.) in staff and management.
- Facilitated 1×1 mentoring for staff and management.
- Implemented service metrics.
- Determined criteria for success.
- Determined current baseline productivity numbers for each criteria.
- Determined success factors (new baseline productivity numbers).
- Developed leadership skills.
- Mentored staff on how to strategize and plan effectively.
- Mentored entire team on how to train their mind to hold themselves accountable.
Results:
- Improved reliability and availability.
- Improved teamwork.
- Improved service delivery.
- Improved overall department efficiency by 30%.
- Transformed several key staff from average employees to superstars.
- Instilled a sense of urgency throughout the organization.
- Improved leadership skills throughout the organization.
- Improved communication.
Organization Case Study: Entertainment Industry, Los Angeles
Department staff size = approximately 110 Problems/challenges:
- Senior management could not move the organization quickly enough. Employees had a difficult time embracing change to execute the company’s 3-year vision.
- The organization was not structured properly. They actually had 2 separate internal Technical Support departments.
- Highly political atmosphere.
- Poor communication practices between departments.
- Bureaucratic environment – ineffective processes.
- Duplication of efforts in some areas.
Steps taken to resolve problems:
- Presented to staff – how to build a competitive organization and improve the quality of their life with discipline (effective time and goal management, continuous motivation, focused, sense of urgency, etc.). The presentation also highlighted the importance of developing key relationships and EQ skills.
- Completed an assessment to determine most critical issues.
- Facilitated a workshop to design a strategy and develop a roadmap to address the top people, process and performance issues.
- Implemented a Professional/Personal Growth Program (P²GP) to develop crucial skills (i.e., self-discipline, leadership, etc.) in staff and management.
- Facilitated 1×1 mentoring to develop crucial skills.
- Determined criteria for success.
- Determined current baseline productivity numbers for each criteria.
- Determined success factors (new baseline productivity numbers).
- Implemented a new organization structure with one support team. There was complete buy-in (top-down and bottom-up).
- Mentored entire team on how to train their mind to hold themselves accountable.
Results:
- Improved teamwork.
- Eliminated bureaucracy.
- Improved overall productivity by 20%.
- Transformed several staff from average employees to superstars.
- Instilled a sense of urgency throughout the organization.
- Improved overall leadership skills.
- Improved communication.
Organization Case Study: Entertainment Industry, New Zealand
Department staff size = approximately 55 (Engineering & IT) Problems/challenges:
- CEO wanted to integrate Engineering Department with the Information Technology (IT) Department.
- The average tenure for Engineers was over 20 years – they were very resistant to change.
- Poor communication between Engineering Department and IT Department.
- Highly political environment.
- Engineering organization was unstructured the IT organization was very structured.
Steps taken to resolve problems:
- Presented to both organizations – how to build a competitive organization and have a better quality of life with discipline.
- Completed an assessment to determine most critical issues for both organizations.
- Facilitated a workshop to design a strategy and develop a roadmap to address the top people, process and performance issues.
- The primary objective was to centralize Technical Support functions.
- Held organizations accountable to the tasks outlined in the roadmap.
- Mentored entire team on how to train their mind to hold themselves accountable.
- Implemented a Professional/Personal Growth Program (P²GP) to develop crucial skills (i.e., self-discipline, leadership, etc.) in staff and management.
- Facilitated 1 on 1 coaching for key staff and management to adapt change.
- Facilitated a 2-hour workshop to design a new organization structure.
- Helped design a formal Problem Management process to be used to resolve all technical issues throughout the company.
- Determined criteria for success.
- Determined current baseline productivity numbers for each criteria.
- Determined success factors (new baseline productivity numbers).
- Helped design a new organization structure integrating company engineers under the umbrella of one Technical Services organization.
Results:
- Improved customer service.
- Eliminated political barriers.
- Improved teamwork.
- Improved communication.
- Improved overall efficiency and productivity by 20%.
- Improved leadership skills for several key managers.
- Transformed several employees from average-rated employees to superstars.
Organization Case Study: Recruitment-Healthcare Industry, Los Angeles
Department staff size = 15 (12 recruiters) Problems/challenges:
- President’s goal was to increase revenue by 50%.
- Only one recruiter was considered a superstar. Most of his team needed to improve performance – including his own son (who was also a recruiter).
- Recruitment team lacked a sense of urgency. Although they were 100% commission-based – they had a 9-5 mentality.
- Poor time management practices throughout the organization.
Steps taken to resolve problems:
- Presented to staff – how to build a competitive organization and improve their quality of life with discipline.
- Facilitated a workshop to design a strategy and develop a roadmap to address the top issues. The focus was on people, process and performance.
- Worked with management to implement tasks outlined in the roadmap.
- Facilitated an evaluation of every recruiter.
- Implemented a Professional/Personal Growth Program (P²GP) to develop crucial skills (i.e., self-discipline, leadership, etc.) in staff and management.
- Mentored key staff to acquire self-discipline skills. Harris did not mentor everyone – some individuals are not worth investing resources into.
- Mentored entire team on how to train their mind to hold themselves accountable.
- Determined criteria for success.
- Determined current baseline productivity numbers for each criteria.
- Determined success factors (new baseline productivity numbers).
Results:
- Improved overall productivity (sales calls, marketing efforts, etc.) by 30%.
- In 3 months revenue increased by 20%.
- Individuals improved their time management skills.
- Instituted a sense of urgency mentality throughout the organization – the 9-5 laid back mentality disappeared.
Organization Case Study: Software Developer, Philadelphia
IT department staff size = approximately 30 Problems/challenges:
- Poor time and goal management practices throughout the organization.
- Staff lacked a sense of urgency – had a laid back demeanor. They were unmotivated. Employees did the bare minimum – a 9-5 mentality.
- Company culture was not to lay anyone off. Very difficult to raise the productivity level with this type of culture.
- New department wanted to implement his new vision right away.
- He needed his organization to be more productive.
- No new headcount was budgeted for the organization even though the company kept growing – the demands kept increasing.
- Poor communication throughout the organization.
Steps taken to resolve problems:
- Presented to staff – how to build a competitive organization and improve the quality of their life with discipline (effective time and goal management, continuous motivation, focused, sense of urgency, etc.). The presentation also highlighted the importance of developing key relationships and EQ skills.
- Facilitated a workshop to design a strategy and develop a roadmap to address the top people, process and performance issues. The workshop participants included key staff and management.
- Facilitated individual evaluations.
- Implemented a Professional/Personal Growth Program (P²GP) to develop crucial skills (i.e., self-discipline, leadership, etc.) in staff and management.
- Facilitated 1 on 1 coaching for key staff.
- Held the team accountable to the tasks highlighted in the roadmap.
- Mentored entire team on how to train their mind to hold themselves accountable.
- Determined criteria for success.
- Determined current baseline productivity numbers for each criteria.
- Determined success factors (new baseline productivity numbers).
Results:
- Institutionalized discipline throughout the organization – improved overall productivity by 25%.
- Several average-rated employees developed into superstars.
- Improved leadership skills.
- Improved communication.
- The 9-5 laid back mentality disappeared. There was now a sense of urgency.
- Improved teamwork.
Organization Case Study: Government, Australia
IT staff size = approximately 250 Problems/challenges:
- Decentralized IT functions – senior management wanted to centralize IT.
- Highly political environment.
- Staff lacked a sense of urgency – had a laid back 9-5 (government/Union) demeanor.
- Highly bureaucratic environment.
- Difficult to introduce change.
- Poor communication between agencies.
- There was a major initiative to reduce costs.
- Not responsive to end users. They desperately needed to improve customer service.
Steps taken to resolve problems:
- Presented to staff – how to build a competitive organization and improve the quality of their life with discipline (effective time and goal management, continuous motivation, focused, sense of urgency, etc.). The presentation also highlighted the importance of developing key relationships and EQ skills.
- Facilitated a workshop to design a strategy and develop a roadmap to address the top people, process and performance issues. One of the workshop’s objectives was to get buy-in throughout the organization to centralize IT functions.
- Facilitated an assessment for key staff.
- Implemented a Professional/Personal Growth Program (P²GP) to develop crucial skills (i.e., self-discipline, leadership, etc.) in staff and management.
- Mentored key staff and management on how to acquire self-discipline skills and to embrace change.
- Held the team accountable to the tasks outlined in the roadmap.
- Mentored entire team on how to train their mind to hold themselves accountable.
- Determined criteria for success.
- Determined current baseline productivity numbers for each criteria.
- Determined success factors (new baseline productivity numbers).
- Helped design and implement streamlined processes.
Results:
- Centralized IT function.
- Staff embraced change.
- Improved overall productivity in the organization by 10%.
- Several average employees developed into superstars.
- Improved leadership skills for several key managers.
- Improved communication practices.
- Reduced the bureaucracy for IT support.
- Improved teamwork.
- Reduced operating costs.
Organization Case Study: Local County Government, Florida
Department staff size = approximately 20 Problems/challenges:
- Highly political environment.
- Staff lacked a sense of urgency – laid back mentality.
- Staff unmotivated – just there to pick up a paycheck – worked the bare minimum – no initiative.
- Implement a highly-visible county-wide initiative ASAP.
- Weak management team.
- Poor communication.
- Too much bureaucracy.
Steps taken to resolve problems:
- Presented to staff – how to build a competitive organization and improve the quality of their life with discipline (effective time and goal management, continuous motivation, focus, sense of urgency, etc.). The presentation also highlighted the importance of developing key relationships and EQ skills.
- Facilitated a workshop to design a strategy and develop a roadmap to address the top people, process and performance issues.
- Facilitated evaluations of staff.
- Implemented a Professional/Personal Growth Program (P²GP) to develop crucial skills (i.e., self-discipline, leadership, etc.) in staff and management.
- Facilitated 1 on 1 coaching for staff and management.
- Held the team accountable to the tasks outlined in the roadmap.
- Mentored entire team on how to train their mind to hold themselves accountable.
- Helped design streamlined processes.
- Determined criteria for success.
- Determined current baseline productivity numbers for each criteria.
- Determined success factors (new baseline productivity numbers).
Results:
- Improved teamwork.
- Improved communication throughout the organization.
- Staff completed VP’s projects on schedule and under budget.
- Improved overall morale.
- Staff was more efficient at work and at home as well. Several average – rated employees emerged as superstars.
- Instilled a sense of urgency in the organization.
- Improved overall performance by 25%.
Organization Case Study: IT Service Provider, Raleigh, North Carolina
Staff size = approximately 60 Problems/challenges:
- Sales Team need to be more efficient.
- Ineffective leadership.
- Poor time management skills.
- Lacked structure.
Steps taken to resolve problems:
- Presented to staff – how to build a competitive organization and improve the quality of their life with discipline (effective time and goal management, continuous motivation, focus, sense of urgency, etc.). The presentation also highlighted the importance of developing key relationships and EQ skills.
- Facilitated a workshop to design a strategy and develop a roadmap to address the top people, process and performance issues.
- Facilitated individual assessments of the entire Sales Team.
- Implemented a Professional/Personal Growth Program (P²GP) to develop crucial skills (i.e., self-discipline, leadership, etc.) in staff and management.
- Mentored Sales Team to develop self-discipline skills (i.e., goal management, time management, sense of urgency and continuous motivation skills).
- Held the team accountable to the tasks outlined in the roadmap.
- Mentored entire team on how to train their mind to hold themselves accountable.
- Determined criteria for success.
- Determined current baseline productivity numbers for each criteria.
- Determined success factors (new baseline productivity numbers).
- Instituted structure throughout the organization.
- Streamlined processes.
- Organized individual work areas (desks, files, email, etc.).
Results:
- Increased company revenues by 20% in the first year with the same head count.
- Sales team was more efficient in their job – even when it came to administrative tasks.
- Improved teamwork.
- Instilled a sense of urgency throughout the organization.
- Improved overall self-discipline skills.
- Improved leadership skills.
 |
|
|||||
 |
||||||
 |
|
|||||
|
||||||
 |
|
|||||
|
||||||
 |
|
|||||
|
||||||
 |
|
|||||
|
||||||
 |
|
|||||
|
||||||
 |
|
|||||
|
||||||
 |
|
|||||
|
||||||
 |
|
|||||
|
||||||
 |
|
|||||
|
||||||
 |
|
|||||
|
||||||
 |
|
|||||
|
||||||
 |
|
|||||
|
||||||
 |
|
|||||
|
||||||
 |
|
|||||
|
||||||
 |
|
|||||
|
||||||
 |
|
|||||
|
||||||
 |
|
|||||
|
||||||