Optimization Case Studies
Organizational Assessment and Optimization
A national organization was underperforming. A new leader had taken the helm and was restructuring departments. Morale was low and the business objectives were not being met.
Our business plan writing team worked with leadership to create a three-year strategic business plan. Our market research analysts also conducted focus groups and 360 assessments. Dr. Rosalene Glickman provided executive coaching to help the leader align with the organization. Our team furnished specific recommendations to optimize organizational change. We conducted custom Best Place to Work workshops to support five measurable objectives. We then implemented a follow up program to track the results.
Within one year, the company achieved an astounding 41% increase in a critical business metric (cases completed). Within four years, the company achieved remarkable increases in other metrics including:
- aging cases resolved
- cycle time per case
- employee satisfaction
- customer satisfaction
The CEO of a Fortune 500 corporation was concerned about his executive presence. He also wanted to deploy optimization within the organization. Due to an industry shakeup, the company was losing visibility in the marketplace. Customers were cancelling orders. There was internal competition for cash to finance products.
Dr. Rosalene Glickman provided executive coaching for the CEO. They focused on optimizing:
- value growth
- talent development
- inventory management
- cash flow.
- tracking key metrics
We implemented an optimization program for key personnel with performance gaps. Our team also provided leadership training for high potential employees. Within two years, the company regained its status as an industry leader. There was a consistent uptick in free cash flow.
The CEO now addresses company personnel and the public with authenticity and confidence. He continues to meet with Rosalene on a weekly basis.
The CHRO of a national professional services firm discussed the shortfalls of various partners with our team. Several leaders lacked critical soft skills and were alienating employees. Others were sabotaging corporate initiatives. We decided to conduct a 16-week “Optimize leadership development” program.
We provided executive coaching to help some partners resolve current and impending challenges. Our team also conducted onsite workshops to get buy in for the corporate vision and mission. We collaborated to develop strategies and tactics to best serve the organization. The leadership development program focused on:
- assertive communications
- conflict resolution
- employee motivation
- time management
As a direct result, the company has promoted 21% more employees over the past two years.
Strategic Planning and Execution
A mid-sized financial services organization was receiving diverse customer complaints. To understand customer priorities, we conducted focus groups, surveys and individual interviews. We asked employees for their best solutions and shared the feedback with leadership. We then created a custom strategic business plan to delight customers and serve their best interests.
Employees in two departments of a multinational automotive corporation did not get along. Poor communication between the departments was impacting the entire organization.
We provided executive coaching to facilitate assertive communications and conflict resolution. We also presented a custom “Optimize Your Communications Skills” workshop in each department. Our team measured results with relevant metrics over a two-year period. Mutual goals were set and achieved and the organizational bottleneck was eliminated.
Best Place to Work Culture
After experiencing funding cuts, government employees were anxious and despondent. Many were focusing on issues beyond their control. “Why bother?” was felt throughout the organization.
We evaluated their thinking and performance with the Optimal Thinking Online 360 Assessment. We then conducted custom “Best Place to Work” workshops. A 22% increase in employee satisfaction was achieved that year.
Hiring the Right People
The human resources division of a mid-size organization was concerned about personnel turnover. Candidates were vetted with background checks. They also submitted resumes and skills assessments. But 18% of employees left the organization within six months. During exit interviews, many stated that they were not the right fit for the organization.
We implemented the Optimal Thinking Online 360 Assessment as a hiring tool for a trial period of 12 months. During this period, only 2% of a similar sample of candidates left the organization. They left mostly because of personal issues beyond their control.
Career Change Optimization
Nine senior executives were downsized from a Fortune 1000 corporation. They received a generous outplacement package.
We provided the executives with career transition coaching, including:
- networking strategies
- interview preparation
- interview role plays.
All nine executives found employment within two to seven months.
Productivity and Profitability Optimization
An 8,000 employee corporation had exercised poor risk management. As a result, productivity and profitability were down.
Our senior executive team provided optimization consulting to management. At the same time, our business plan writing team produced an optimized strategic business plan. We recommended organizational structure changes. We also provided best practices for risk management and damage control. Our team presented custom seminars to maximize strategic thinking, productivity and communications, and organizational efficiency. Much needed enthusiasm became palpable within the organization. An 18% increase in top line results was achieved that year.
A 2000 employee organization was in debt and on the verge of bankruptcy.
By reengineering the organization, we eliminated the long term debt within 28 months. We achieved cash reserves of $11,100,000 within 40 months. We wrote and executed a comprehensive three-year custom business plan. As a result, the team increased sales and added revenue streams. They cut unproductive product lines and operational inefficiencies. They also downsized unnecessary personnel and executed profitable innovative strategies.