Case Study
PharmaENHANCE COLLABORATION AND A BUILD A COACHING CULTURE
Intro
Client Overview
A global Pharmaceutical company that is
research-driven, specialty biopharmaceutical
group committed to helping people around
the world build families and live better
lives. A leader in reproductive medicine and
maternal health.
Business Need
The organizations wanted it’s Top leadership team to come together and collaborate, and become a best and caring employer by building a Coaching Culture throughout the organization.
The Mandate: Leadership team including the CEO to become more collaborative and be able to have pivotal conversations regularly with ease. The leaders to start coaching as a way of managing their teams and build a coaching culture.
Challenge
The current leadership team :
- Works in Silos
- Low trust and only “goody goody” conversations.
- No central ‘purpose’ tying them together.
- Avoid conflict conversation
- Not enough investment in developmental conversation with their teams
IMPACT
- Increased non-work related communication amongst SLT (Sr. Leadership Team)
- Break through in areas of personal life which had become a persistent complaint creating a drag on their trust and collaboration
- Able to have challenging and Difficult conversation with relative ease and not keep escalating
- Increased confidence in their own ability to create Value within the organization
- Become better listener and develop ability ask question rather than quickly give solutions
- Be able to build participation for taking more ownership.
Solution
Designed a 18 month long intervention – Working with the top leadership team and subsequently with the direct teams Incorporating large group, small group, personal coaching, group coaching.
- Focus on taking the Agile Leadership route. Taking the 360 degree Leadership Agility assessment for see the Leadership and Collaboration GAPS. And what level of vertical development are they at.
- Took the MBTI and Enneagram assessment o to look at personality and traits matching to build a ‘collaboration blue print”
- Engaged in individual crafted IDP(individual Development Plan) for each leader – worked through their own Immunity to Change MAPS, and setting up behavior experiments to be tested in real time, and integrate the feedback into a shaped belief.
- Tri party Development Council9DC) set up to make development goal more relevant and manager t take ownership.
- Crafted a co evolved “purpose” through use of Dream matric and arts to reimagine and reengage the spirit with a Common Purpose and then follow it up with specific actions with their respective team using Story mining.
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