CASE STUDY  |  Better Conversations.  Better Leaders.

“We have excellent organizational leaders who struggle with people management and are constantly asking for guidance in the most basic of development conversations.”
Company
Engineering Division of a Large Tech Company 
Size
1,500 employees in this specific division, 300 managers

Challenge
This tech giant had a constant influx of new leaders from acquisition and newly promoted engineers, however, they also had no formal Performance Management system and ambitious deliverables on the horizon. With engagement numbers dropping, they wanted their leaders to align on the most basic skills of management to drive performance.

Approach
  • We conducted interviews with key leadership to determine the most important skills needed to lead within their specific part of the organization.

  • Results determined that leaders needed a time-saving approach to performance management. Leadership rolled out a new Performance Management system emphasizing less paperwork and more frequent touch points between individuals and their managers. Focus shifted to enriching the dialogue of regular 1:1 touchback (v. heavy reliance on annual performance reviews).

  • We launched the Leadership Conversation series that centered on developing the mindsets and behaviors of 300 new managers. Intimate cohorts of 10 were formed and each cohort completed a one-year leadership journey.

  • We offered five three-hour virtual workshops to each intact cohort over one calendar year. These workshops aligned with the new Performance Management system - providing mindset cues, behavior tips, and live practice with the five most important and essential conversations to guide their leadership (The Coaching Conversation, The  Goal-Setting, The Feedback Conversation, The Rating Discussion, The Career Conversation).
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  • Cohorts continued to meet quarterly to share best practices through the next calendar year, rotating meeting leadership so each leader would share the meeting facilitation with one other colleague.

Results
  • Within two years, this company fully integrated 300 new managers with a new Performance Management system and 98% compliance on system data entry

  • Leaders reported feeling more connected to their peers, their teams, and the organizational vision

  • Leaders reported having more conversations more frequently, with deeper connections

  • 98% of leaders reported: “I am a better coach and stronger leader as a result of the Leadership Conversation Series”

  • 98% of leaders reported: “My team is better at executing against goals”

  • 90% of employees reported feeling more supported in the workplace
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  • Engagement scores rose an average of 10 points