Case Study: Organization-wide Leadership Development

Organization-wide Leadership Development intervention for US based card-linked marketing solutions.

 US client is headquartered outside of Boston, MA. They hired Sarah Scala Consulting to develop their leaders to be most effective with leading direct reports. In addition to a leadership development program for all leaders, we provided an additional program for all employees to ensure the entire organization was on the same page.

The Objectives of the Project:

1. Develop leaders competence in managing direct reports

2. Use leadership development programs to support culture

3. Strengthen employee development by sharing approaches and models in an enterprise-wide learning opportunity

Questions Guiding this Project:

• What are the specific goals you have for developing leaders?

• How can we support all staff with this effort to build leadership effectiveness?

• What is the desired state of behavior needed to support this organization through growth and being acquired?

• Why hasn’t the client organization changed in this direction already? What is holding them back?

• If the world was perfect, what would the organization look and feel like?

Services Provided:

• Pre-program assessment- Leadership Behavior Analysis II® Self assessment for 30 leaders

• 4-hour Situational Leadership II® workshop for all leaders

• 5 follow-up e-mail messages to leaders to support the transference of learning in Situational Leadership II® 

• 1 hour Lunch and Learn Situational Leadership II workshop for all employees

Process:

1. Met with client and executive team to clarify needs and to determine fit

2. Designed programs for each group (leaders and all-staff)

3. Facilitated and designed workshops in person and on-site

4. Designed and shared 5 follow-up e-mail messages to leaders to support the transference of learning in Situational Leadership II® 

5. Provided post-program evaluations regarding each part of the intervention to executive team

Results:

• Client leaders have an increased level of confidence in skill with developing their direct reports and giving feedback

• Leaders build confidence in their ability to delegate, coach, direct, and support, in addition to providing feedback and setting goals with staff

• All staff became familiar with the Situational Leadership II model, expectations, and their role in strengthening the company’s culture

• Post- program evaluation results (qualitative and quantitative) were strong.