Reach and Achieve Associates Case Studies
People who willingly walk the path of growth and development start on a transformational voyage that not only changes themselves but those around them. Through the years we have had the privilege and honor to support and guide many people on their journey, allowing us to change and grow in remarkable ways. We are incredibly grateful to those who allow us to share in their journey of new beginnings and success.
Below you will find actual samples of client work that we hope will give you a flavor as to the possibilities that can emerge with Executive Coaching and Leadership/Team Development.
Team and Leadership Development:
Organization with close to 100 employees was in a high growth mode and leaders were having to grow and develop quickly to handle increasing complexities and demands.
We started the development program off with a customized organization assessment to understand where the key point of leverage was for leadership growth and specific areas that needed to be focused upon. That process was followed up with individual and team coaching, personalized assessments including a leadership development 360 degree instrument and customized workshops for teams and staff. Some of the workshops included: Leadership Dimensions, Increasing Effectiveness, Understanding Motivation and Team Development. We measured the effectiveness of our work through the use of a post organization assessment using the same questions and criteria as the first.
There was improvement in every area measured on the assessment by at least 30%. Trust increased immensely among team members and positive behavior change was evident in all the leaders.
Executive Coaching/Leadership Development
Communications Company was in a high growth mode and some managers were having difficulties keeping pace with the increased demands and others wanted leadership development to increase their individual effectiveness.
Leaders defined high leverage measurable goals for the coaching engagement and discussed them with the organization sponsor (supervisor). The coachee then completed a battery of customized assessments that depended on the specific goals of the engagement. Tools included: DiSC, Myers Briggs, Reiss Profile, Team Dimensions, Listening Profile, Thomas Kilman Conflict Mode Instrument and Dimensions of Leadership. The coach reviewed the tools with the individual and related the results to the goals of the coaching. The coach and coachee met weekly and bi-weekly for approximately 10 weeks during that time and the coachee reflected and observed their behaviors around key events. A meeting was scheduled with each member of their development team for final feedback and the coachee completed a post development plan that included actions to sustain the coaching progress. A final session was held with the sponsor, coach and coachee to review progress on goals and results of coaching. Post development plan was discussed and finalized.
Each leader successfully achieved each of their goals by the pre-determined measuring tools. The work teams productivity and job satisfaction showed measurable increases.
Leader had many complaints from staff and vendors for poor communication. In addition, manager was ineffective in many of the responsibilities both causing poor office morale was low profits.
The leader participated in a series of assessments to better understand their behavior and its potential impact on others and the office as a whole. A 360 process was initiated where they received feedback from peers, subordinates, supervisor and vendors. This information was carefully reviewed with the manager and increased their understanding of how they were perceived by others. The coach and manager continued to meet for a few months to increase individual awareness and gain tools in which to communicate and operate more effectively. A workshop with the entire team was designed around understanding and leveraging communication styles. We concluded the process with a final 360 evaluation using the same raters as the first time.
The 360 degree instrument demonstrated across the board improvement on every competency. Long-term follow up with manager and their supervisor showed greatly increased profits plus more engaged staff. Vendors, staff and peers observed noticeable differences in the leaderís behavior.