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Case Studies
Situation 1:
The coachee had had three bosses in a very short period of time. He felt his career was stagnating, and had difficulty seeing any career development. He started to consider other career opportunities.

Results:
Creation of personal and professional purpose and vision
  • Identification of key strengths and skills
  • Improvement of communication skills and conflict resolution within team
  • Development of techniques to manage his manager
  • Creation of supportive network outside of immediate group
  • Implementation of own managerial style and core values for his team
  • Definition of career objectives
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Situation 2:
A large pharmaceutical multinational merged two geographic regions, and was looking to rapidly deploy a company-wide alignment with the new vision of the Board of Directors.

Results:
Creation of a high-performing team
  • Identification of individual strengths and contribution, and improvement of communication to increase team trust
  • Addressing and resolution of areas of challenge and potential conflict
  • Creation of team vision and mission and individual ownership
  • Preparation of unified strategic plan to be conveyed to rest of organization
  • Development of clear team action plan
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Situation 3:
The coachee was often in a situation where she had to present in front of colleagues and clients. This aspect of her job was crucial in the success of her role, as she was responsible for the marketing and selling of new products. Presenting in front of an audience had always been a challenge for her, resulting in feelings of anxiety and stress.

Results:
Definition of role and personal objectives vis a vis job responsibilities
  • Development of personal techniques to help her present
  • Strengthening of self-confidence
  • Appreciation for public speaking
  • Creation of partnerships throughout organization to gain efficiency in her role
  • Increase in assertiveness in workplace
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Situation 4:
The coachee was given a very significant promotion, receiving responsibilities across teams and geographies. The new role involved skills, responsibilities, and tasks, which were very different from his existing function.

Results:
Creation of 90-day plan
  • Establishment of own leadership style
  • Recognition of existing strengths and skills
  • Identification of areas of development to step into role with full confidence
  • Development of partnerships throughout organization
  • Creation of quick-wins
  • Achievement of successful transition
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