Mark always illustrated exceptional skills and professionalism. He promoted a culture of learning and professional development and motivated others to strive for the best. My interactions with Mark mainly focused on leadership training but also included career development and project support. Mark understood well the changing nature of businesses, and during a transition at our organization, training on tough topics was handled with ease and humor, which set the tone for the training workshops. Overall, Mark illustrated genuineness, warmth, and integrity and was wonderful to work with.
(Quote from a partner on the cross-functional task force)
Overview
After 32 years of running a thriving billion-dollar business, the founder was thinking about retirement, which meant the leadership team had to plan for the company’s future under new leadership.
I supported the company’s success by creating clear career paths and enabling business continuity.
Situation
While the company had experienced and tenured employees who had grown up with the business and understood it thoroughly, their direct reports and those lower in their reporting structure were much more niched in their understanding and experience.
Transitioning upper leadership and management into new roles and responsibilities when the founder/CEO retired meant teaching employees new knowledge and skills to ensure the stability and success of the company.
I was brought in to help the company clarify career opportunities for employees with a career lattice framework, and to develop the managerial capabilities of 500+ dispersed managers.
Action
My solution included:
- Partnering with a task force consisting of HR and business leaders to create the career lattice. This lattice — showing the various ways an employee could grow in their career, rather than simply moving into the role above them — served as the framework for the professional and managerial skills and capabilities programs to come.
- Developing a variety of "Grow Our Own" programs, ranging from in-person skills training to mentoring, job-shadowing, job rotation, and more, providing employees with a variety of ways they could develop new capabilities and move into various roles within the company.
- Delivering and managing many of the "Grow Our Own" programs.
Result
Within one year, senior leadership felt it had the bench strength necessary to execute its business continuity plan, and employees gained clarity on career opportunities within the company and what they need to do in order to grow within the company.
While many factors contributed to it, in the year following the launch of these efforts, the company earned "Best Place to Work" awards in various local markets, with comments like "opportunities to grow and advance" and "great career opportunities" being common reasons.
View other case studies
Create Management Bench Strength
View Case Study
Retaining Talent in a Down Economy
View Case Study
Consolidation and Scaling
View Case Study
Hypergrowth
View Case Study
Manager Effectiveness: Do What Is Right, Do What Works, or Something Else?
View Case Study
Manager Effectiveness Coaching: What It Is and How It Helps Managers
View Case Study
Manager Effectiveness: How to Develop the Mindset of a Successful Manager
View Case Study