Case Studies
Developing an On-Site Placement Center:
A Reemployment Case Study
Circumstances: A major defense manufacturer eliminated approximately 30 positions. The company made a conscious decision to reemploy as much of the workforce as possible while offering the employees the opportunity to seek outside the company. As a result, Career Control Group team customized a career continuation program to support internal as well as external transitions.
Action: We quickly set up an on-site career center. Our consultants staffed the center several days each week offering one-on-one consulting, focus group facilitation, online assessment evaluations and support team meetings. Candidates also utilized our virtual career center and specialized Internet resources and databases.
Result: At the end of 60 days, most of the participants had found new positions, many within the company. Company far exceeded prediction of 25% in retaining employees. Actual retention equaled 75%. In addition, the company reported an expense savings exceeding $700,000 by deploying an innovative career continuation process.
Developing Leaders:
A Succession Planning and Executive Development Case Study
Circumstances: An energy company assessed its leadership needs and determined that the current generation of leaders, all of whom were approaching retirement, had no successors prepared to step into their roles.
Action: Optîmance consultants employed comprehensive organizational and individual assessments to help identify high-potential managers and conduct a gap analysis of their skills. The team then initiated a leadership development coaching program that included individual and group learning sessions. The program included a job-shadowing component in which our consultants spent several days with each manager to provide immediate feedback and understand firsthand their development needs. An external mentoring program provided ongoing development.
Result: The company recognized immediate performance improvements in each of the program participants as they began to think and act beyond their current roles. Shareholders developed an increased confidence in the future success of the company.
Increasing Revenue:
A Strategic Change Management Case Study
Circumstances: In 1995, a 300-bed urban hospital was facing declining revenues and negative cash flow as a result of the introduction of managed care into its marketplace.
Action: One member of the Optîmance leadership team led a concentrated 30-day strategic change effort for the hospital's marketing and business development team.
Result: Within 90 days following the implementation of the new strategic marketing plan, the hospital saw a 17% increase in net income and recovered all costs associated with the new initiative.
Unleashing the Potential of a High Performer:
An Executive Development Case Study
Circumstances: A telecommunications company identified a female IT professional as a critical player and up-and-coming leader due to her strong product knowledge and key technical expertise. Having promoted her quickly through the ranks as a software developer, supervisor, and manager, they were considering promoting her into a director-level position, but were concerned about feedback from her supervisor and from an in-house survey that showed she was viewed as abrasive, confrontational, and inappropriately aggressive in meetings with her peers.
Action: An Optîmance consultant provided a six-month executive coaching program that showed the employee new methods of communicating with peers and subordinates and gave her the opportunity for real-time practice of new behaviors.
Result: The employee received two promotions in a 12 month period, enabling the company to enjoy the benefits of having her technical expertise at a high level and to fully capitalize on the training investment they had made in this employee over the years.
Recovering an "At-Risk" Employee:
An Executive Coaching Case Study
Circumstances: The head of the Human Resources department identified an HR team member as having significant problems interacting with her peers and managing her anger, particularly when stressed by a crushing workload. The problem grew after an incident in which she stormed out of an office celebration and threw some tableware in response to some light-hearted teasing. Reluctant to terminate her due to her solid performance record and excellent customer service skills, her supervisor placed her on probation and recommended a coaching program.
Action: The employee went through a five-month coaching program with an Optîmance consultant who helped her develop the skills to manage intense emotions that surfaced within the workplace. The program provided her an ongoing opportunity to discuss difficult situations in anticipation of their occurrence and to develop an appropriate response.
Result: The employee successfully completed her probation and continues to be a valued member of the HR team. The company retained a valuable employee with solid skills and avoided the costs and disruptions associated with hiring and training a new employee.
Reducing the Costs and Trauma of Termination:
A Go to Case Study
Circumstances: The president and CEO of a company was poised to implement some exciting growth plans, but recognized that one of his key executives would be unable to effectively manage in a high-growth environment. The president concluded that he needed to transition this executive out of the company, but he had serious concerns about the impact on the organization, particularly in light of the upcoming growth initiatives. This executive had been with the company longer than the president, had a record of significant contributions and had a considerable number of friends within the organization who would be concerned if they sensed he had been treated unfairly.
Action: The president met with Optîmance consultants to determine what options were available. Discussion and tough questioning confirmed termination was the only sensible course of action. Rather than immediate termination and payment of the overly generous severance package the president had in mind, Optîmance consultants recommended the "silent program," in which the executive would confidentially begin a career continuation program, our alternative to traditional outplacement, and simply resign after he landed a new job. Since he would continue to receive his salary during this time period, there would be no need for severance after his departure. We also recommended a special bonus feature to encourage him to actively participate in our program and quickly make the change.
Result: With the direction and support we provided through our career continuation program, the executive secured a new position in less than four months. Excited about his new job and appreciative of the confidential manner in which his release was handled, he resigned from the company on good terms without causing any animosity within the organization. Compared with the severance package he had planned to offer, the president calculated that he saved nearly $100,000. Recognized by the Board of Directors for his handling of this sensitive situation, he was able to quickly forge ahead with growth plans.
