Case Studies

Coaching and training development is an interactive process that helps another person or group improve, grow to the next level and perform more consistently. We are often told the person is so good but lacks “executive edge,” or “he or she is not strategic.” Coaching gives a one-on-one approach to dealing with specific issues.

Below are a few case studies that prove the value ID360 can bring to your team.

Challenges your employees or teams may be facing:

• Does not present to executives well
• Does not have the global view of the business
• Has no relationships
• Does not communicate well
• Inarticulate at meetings
• Focused on own department irrespective of company needs
• Has no presence

CLIENT:

The financial group of a large corporation hired ID360 to coach Sam (not actual name for privacy), a “high potential” SVP within the group.

IDENTIFY CHALLENGES:

This person did an outstanding job. However:

  • SVP never knew whether Sam would do his job as Sam never replied to SVP’s email. SVP expected a reply if he sent the email asking for something.
  • Energy level low. SVP felt he was not engaged because he walked everywhere so slowly — even to his car.
  • Sam never sat at the conference table during meetings; he always sat on the side. Sam was always on time, so it was not a case of the chairs being taken prior to Sam’s arrival at meetings.
IDENTIFY GOALS:

Hired to coach Sam to:

  • Review energy level of engagement
  • Reply to emails
  • Be visible at meetings
  • Improve his rating (This company rated associates on a level of 1 to 10, 10 being about to be replaced.)
  • A was rated a 10. However, the SVP did not want to lose him.
DESIGN WITH DEPTH:

ID360 coached Sam for 20 sessions over the next few months.

Highlights of coaching:

  1. Replying consistently to emails within a specific time period
  2. Learning how to “have a place at the table” with influence (visibility)
  3. Changing the perception of low-energy uncaring attitude
DRIVE & MEASURE RESULTS:

Within three months, Sam was reassessed and rated at the number 1 level, where he has remained for several years.

CLIENT:

Fortune 500 companies in need of greater diversity and inclusion, especially at the Executive levels.

IDENTIFY CHALLENGES:

The last decades of the 20th century has brought considerable progress in women’s professional advancement. Today women make up 19% of the Congress, however, progress has been slower on the corporate front. Female CEOs of Fortune 500 companies topped only 5% for the first time in the first quarter of 2017.

IDENTIFY GOALS:
  • Create leadership opportunities for professional growth
  • Elevate women’s leadership potential, expanding their capabilities and credibility
  • Personal awareness & perseverance
  • Strategic agility
  • Leadership with vision, authenticity, & purpose
  • Measurable results
DESIGN WITH DEPTH:

ID360’s progressive clients with Diversity and Inclusion Initiatives have engaged us to plan impactful summits and ongoing trainings.
We partner with diverse clients designing and delivering training for exceptional Women’s Initiatives throughout the world. The content is focused to the client, their specific agenda and needs.

  1. Strategic conversations
  2. Assessments and surveys
  3. Expert panel discussions
  4. Feedback from others
  5. Interactive sessions
  6. Self-reflection and mindfulness
DRIVE & MEASURE RESULTS:

Promotions/Advancements
Job responsibility increases
Salary increases
Influence
Visibility
Succession

CLIENT:

High-level engineering team that went through two major company changes.

IDENTIFY CHALLENGES:
  1. New top leadership leading to different expectations for a model needed to implement
  2. Engineering had worked under a totally different model
IDENTIFY GOALS:
  1. Use different models of work
  2. Teams building a different model for relentless execution with trust
  3. Involve other teams to play an integral part in the process
DESIGN WITH DEPTH:
  1. Worked with team(s) over a period of 18 months
  2. Coached individually or in small groups
  3. Communication skills and feedback abilities
  4. Built trust and influence through follow-through and relationships
DRIVE & MEASURE RESULTS:

Over time, some associate changes were made and new associates joined the group.
The group now functions within the company as a trusted integrated dependable team.
The model is understood and followed by all areas.