HR Professional, Specialist Global Recruitment Company

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Challenge

Exponential growth at risk of jeopardising reputation for high quality placements. Client (European-based UK National) clear on solution but diffident about getting the message over to CEO (German).

Input

Analysis of cultural and behavioural preferences across the Senior Team. Exploration of potential changes to communication style and approach to be made by HR Potential.

Outcome

Presentation to CEO of business case and subsequent adoption of Global Talent Management Strategy. Predicted increase in win rate of 15%.

Comments

“With your help I am more succinct and more direct when the situation demands it. I am more respected and, significantly, my colleagues see the long-term commercial benefits of ensuring our people are led and engaged to meet the needs of our customers.”

Newly-appointed MD of FMCG company

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Challenge

Growth of business with major food retailer triggered significant increase in Eastern European labour – immigrant workforce largely high calibre but some resentment from indigenous staff leading to breakdowns in communication and quality issues.

Input

How clearly had the change programme been presented to date? What was the message coming from directors? What were the root causes blocking cultural assimilation?

Outcome

Lower staff turnover, 200% gross profit uplift over one year.

Comments

“I was already sold on the development value of coaching but was not expecting the measurable results that followed.”

Managing Director of growth Outsourcing Company

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Challenge

Major change in strategy in response to market conditions. The need to offload small low-margin customers, develop more higher-value business and cut costs. Market changes requiring a shift to a partnership approach.  Lack of in-house capacity, and little availability in the external labour market.

Input

What were the strengths and aspirations of the team? Where were there opportunities to develop talent? What could senior leaders do to free up time to work more strategically?

Outcome

Acquisition of five major new key accounts, reduction in the cost of sales by 22%

Comments

“It wasn’t until we really looked at our talent pool and assessed how we as Directors were inadvertently blocking development that we began to build capacity and enable the growth we were seeking.”

Cross-Border Membership Team

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Challenge

Pink Petro, a new for profit social channel for women in the energy industry had experienced rapid international membership growth since launching in late 2014. A virtual Community Board comprising member volunteers from Alaska to Kuwait was established to support the growth. The three basic challenges were to agree what was the most important thing they could do to be effective, how best to align Pink Petro’s values with the way they work, and how to work optimally given the virtual and volunteer nature of their team.

Input

Given Pink Petro’s aims are to ‘unite, connect, develop and grow women’ the decision was to start with themselves as a team and use the Prelude game process to learn about its individual strengths, representing these visually, and then to explore how their shared talents could be best aligned and harnessed.

Outcome

The team coaching exercise was an engaging, fun, and transformative activity. Board members experienced an enhanced understanding of each other and agreed that they couldn’t have progressed so far in such a short time by the usual ‘where do you come from?’ or ‘what do you do in your spare time?’ questions.

Comments

In less than a year Pink Petro attracted members from 21 countries and growing.