Case Studies
We have worked with nonprofit organizations, professional service firms, manufacturing companies, schools, construction firms, government entities and other types of organizations. We are often called in on short-term projects to solve a specific problem, but more frequently become involved in a deeper, longer-term relationship. The duration and specifics of the work develop from our initial conversations with each client and are customized to achieve short-term results that grow into long-term success. Below are some examples of the challenges and solutions we’re been honored to be a part of.
The problem
A rapidly growing national firm needed to identify and develop future leaders, and define strategies to manage growth without losing the family atmosphere that had made them successful.
The Grenell solution
The firm asked Grenell to assess two key employees under consideration for promotion to leadership positions. We conducted a series of face-to-face interviews and used business-oriented assessment instruments and did a 360° survey to determine the employees’ strengths and weaknesses. Based on the results, we worked with the CEO to produce a Leadership Development Plan for the two employees. We then worked with the individuals to implement and monitor the results of the plan.
The initial project identified the need for a management team within the firm. We worked with the CEO to identify the team members and plan a daylong advance. We facilitated the advance to identify focus areas and develop Action Plans to address short- and long-range needs. As a result, the management team gained a clear focus and a specific agenda for their work.
One division within the firm needed to staff up and was concerned about hiring the right people. Grenell used business-oriented assessment instruments with current employees to determine the talents, traits and characteristics critical to success in that division. We then developed a Job Profiling Benchmark System for evaluation of potential new hires.
We are currently completing a Leadership Development Process with the individual members of the firm’s management team. The process includes face-to-face interviews, assessment instruments and 360° surveys . As an outcome, each leader will develop an Action Plan to strengthen his/her leadership effectiveness. After acceptance of each plan by the CEO, we will conduct follow-up meetings with each leader to monitor implementation and modify the plans as necessary.
Grenell also serves as an advisor to the CEO and President. We are in the beginning stages of developing a Succession Plan in conjunction with the firm’s accountant, attorney and financial planner.
The results
- Implementation of an effective management team
- Realignment of job responsibilities to more effectively utilize the talents of key employees
- Increased performance from key employees
- Development of three new divisions for increased growth and succes
The problem
A large regional firm asked Grenell to conduct an Organizational Culture Audit and Customer Survey to improve staff and customer relations.
The Grenell solution
We custom crafted employee and customer surveys in partnership with the client and collected the data over secure Internet sites. We then developed and implemented structured employee and customer interviews to gain in-depth information on how they viewed the company and where the firm needed to focus its efforts.
As a result of the information gathered, we conducted a Strategic Planning Initiative with a team of partners and employees. We facilitated a series of advances to define the firm’s Mission, Vision and Core Values. We developed an Action Plan for areas needing attention, formed a team to address each area and established goals and a plan for achieving them.
A second outcome of the initial work was the realization that the firm needed to strengthen its leadership capacity, both individually and collectively. We initiated a Leadership Development Process including extensive one-on-one interviews, 360° surveys and a series of assessment instruments.
The results
- The firm has a clear focus and plan for the future and is developing a performance-based culture
- Leadership capacity has been expanded within the company
- Employees have an increased sense of ownership and a renewed commitment to the firm
The problem
A family-owned company with a significant presence in several states and countries was concerned about management’s ability to lead them forward as the primary owner approached retirement.
The Grenell solution
We began by interviewing key family members to develop a clear understanding of their concerns about the future of the business. We then conducted in-depth interviews with all major stakeholders, followed by leadership and functionality assessments of all key staff.
From the data collected, we helped the company develop an Action Plan to build a stronger management base, and identify and develop new leaders. These changes necessitated some realignment of responsibilities within the organization. Grenell facilitated the process by helping employees to transition into new roles or, when necessary, to leave the company.
The results
- A second-generation family member is developing the leadership ability and skills to take over the firm
- The company is confident in its new leadership and its ability to grow into the future
The problem
A family-owned company in the upscale residential market wanted to know why they had lost a key employee.
The Grenell solution
We used a structured interview process with key stakeholders, principals, employees and customers to gain a clear understanding of the issues facing this company. The organization’s strengths and weaknesses were also identified during this process. From the resulting data, we helped the company develop an Action Plan to address areas of need.
Structured interviews and business-oriented assessment instruments were also used to evaluate key employees. We identified areas of weakness and opportunities for development.
We also helped the owners to develop a Strategic Plan, including a compelling Mission, Vision and Core Values. This has cascaded into a new branding and a company-wide Action Plan.
We continue to work with this client in the areas of Leadership Development, Strategic Planning and the development of Effective Hiring Practices.
The results
- The company understands and can leverage its individual and corporate strengths
- The firm reports an increased and ongoing clarity and sense of optimism for the future
- Customer and employee satisfaction have increased
The problem
This $15 million company needed to identify a succession plan for the owner. Management and the firm’s lawyers had not been able to get employee buy-in on their proposals. Significant conflict had developed between the owner and key employees, and the company’s future was threatened.
The Grenell solution
After completing an initial assessment of the situation, Grenell developed a plan to resolve the conflicts between key stakeholders. We met with the parties individually and as a group to determine the nature of the conflicts and identify underlying issues preventing a resolution.
We also assessed the leadership potential of key employees through interviews and the use of business-based assessment instruments. We presented our findings and recommendations to the owner, key contributors, accountants and attorneys.
The results
- The company developed an effective Succession Plan that had buy-in from all key stakeholders
- The Management Team increased their individual and collective leadership capacity
The problem
This $20 million company was concerned about employees’ perspectives on the strengths and weaknesses of the organization. They were also having trouble hiring and retaining a strong sales force.
The Grenell solution
In conjunction with the Management Team, we developed and implemented an Organizational Climate Survey among all employees. We also evaluated the effectiveness of the leadership and overall functioning of each of the company’s three locations.
The areas of concern identified in the survey were presented to management. As a result, we implemented a Leadership Development-Coaching process to strengthen the leadership skills of each individual manager and of the team as a whole. The process included in-depth interviews, 360° surveys and business-based assessment instruments. Each member of the management team developed an Action Plan, and we continue to monitor the implementation and success of the plan.
We addressed the sales force hiring and retention problem by interviewing the existing sales force and using assessment instruments to determine each salesperson’s strengths and weaknesses. After determining the key characteristics and capabilities of the most successful salespeople, we developed protocols for identifying the best candidates for future hires. We currently assist in the assessment of candidates for sales positions.
The results
- The Management Team was realigned to more effectively fit individual talents with job responsibilities
- The company’s future CEO was identified, and a Development Plan has been implemented to prepare for the retirement of the current CEO
- We helped the company establish protocols for hiring the best candidates for sales positions
The problem
A national bank was experiencing very high turnover in customer service positions.
The Grenell solution
We met with the CEO and VP of Human Resources to clarify the issues. We then conducted structured interviews and used business-based assessment instruments with the best employees in a variety of positions. Based on the results, we developed a process for assessing candidates for future hires and will be evaluating the results when the process has been fully implemented. We now assist the company in evaluating candidates through structured interviews and assessment instruments.
The results
- The characteristics and skills critical to employee success were identified
- Hiring protocols were developed to assess job candidates
- Management confidence in the hiring process has increased significantly
The problem
The local chapter of a national association was struggling with declining membership and decreased member involvement. There was also a significant conflict on the board over the nature and focus of the chapter.
The Grenell solution
Grenell was asked to facilitate a board advance to assess areas of conflict, resolve those conflicts and develop an Action Plan to reenergize the organization.
At the advance, we helped board members define the conflicts and determine a direction to resolve them. We formed task forces and developed Action Plans to address specific areas of concern.
The results
- Board members report a renewed sense of energy and direction
- Increased cooperation among board members has made them more effective individually and as a group