Working Better Together
Example #1 – NATIONAL ENGINEERING & CONSTRUCTION MANAGEMENT FIRM
Empowering teams across a rapidly-growing firm to work better together in order to be more productive, deliver better client service and continue to grow their people and their business
Designed and delivered team building workshops across the company on Delegating in a Modern World and Communicating for Effective Results using Myers-Briggs personality assessments, InspiraWork’s proprietary Upspiral techniques, and interactive technologies and simulations.
Team members began to better understand each others’ interests and strengths, delegated work to others with an intention to leverage and grow the capabilities within the organization, and adjusted their communication styles to improve productivity, energy and engagement.
“InspiraWork™’s ‘Effective Delegating’ seminar brought a fresh perspective on how to effectively delegate and empower employees through delegation strategy. I would recommend this engaging, hands-on seminar for any manager at any level.”Program Participant
“Thank you for the great sessions you have presented. The buzz and energy with staff afterwards is always very positive and we are in a much better place because of InspiraWork™. We love your team and you’re always welcome!”Bill, Principal
“Your approach is groundbreaking and you are a game changer for our industry.”Rob, Principal
Example #2 – CONSTRUCTION MANAGEMENT STARTUP
Growing team within holacracy was struggling to maintain positive relationships, align responsibilities, and make decisions to achieve progress on shared business objectives.
Designed and delivered Collaboration & Action workshop with the entire team using InspiraWork’s proprietary UpSpiral techniques, research on cutting-edge approaches to collaboration, and collaboration tools from the Center for Creative Leadership.
Team members identified core values that connected them, had an open and honest dialogue about the differences and misassumptions that hindered progress and engagement, and identified specific actions they could take as a team to improve collaboration.
“Thank you so much for yesterday’s session. The feedback from everyone has been extremely positive.”
Sarah, Founding Member
Preparing Leaders for the Future
Example #1 – GLOBAL INSURANCE BROKER
Early career leaders and new managers needed an accelerated way to prepare themselves to lead into a future of exponential change
Designed and delivered a Leadership Collaborative, a 6-month Leadership Development Journeys for [high-performing] mid-level managers and early career leaders.
Participants have been able to enhance their leadership capability and apply it immediately to their every-day responsibilities. The leaders have forged new relationships across organizational silos and are inspired to support each other’s success and to solve business challenges together.
“This is a great program and much needed for this stage in my career. I really have developed as a leader, have so many ideas to support my team and have a better relationship with my own manager. I also have more confidence about my future career and have bonded with a group of peers that I am excited to keep in touch with on-going”
Example #2 – HIGH SCHOOL
Students are unprepared to lead in an uncertain future and must develop the critical leadership skills they need to rise above the complex challenges of today and create opportunities to position them for success in the future
Designed and Piloted Inventing Your Future program for a local high school student to develop the mindsets and skill the students need to lead in a rapidly changing, complex world. Students attended the program once/month over the school year.
Students developed self-awareness, an understanding of the future of work, and learned techniques that empowered them to make choices that align with their personal values and expand possibilities for success.
GLOBAL INSURANCE CARRIER
Organization undergoing transformation through M&A struggled to merge corporate cultures and prepare their people for implementation of robotics and intelligent automation (IA).
We brought cross-functional teams together within regions to participate in strategic Boundary Spanning workshops to break down silos, appreciate differences as strengths, and uncover new opportunities to solve common problems and achieve success as a team.
To drive the successful implementation of robotics and IA within and across business units, we met with business leaders to assess readiness for change; facilitated regular discussions with key stakeholders and vendors to align purpose, roles, actions and communications; designed and delivered training and talking points to prepare teams for change; and memorialized process, templates, and communications in Leading Change Playbook to guide future implementations of robotics and IA.
Achieved greater direction, alignment and commitment across functions to drive positive change. Identified key priorities and actions that leaders needed to take as a team/organization to leverage strengths across the business, stay engaged, and work better together to retain, win, and grow business.
In addition, leaders are better preparing themselves and their teams for change, and are using the playbook to more seamlessly implement similar initiatives in other business areas.
“InspiraWork™ is not just a vendor to us, they get to know us personally and dive deeply into our business so the work they perform is transformational. They are an extension of our team and always find a way to ensure we make the impossible a reality.”Nancy, Vice President, Talent & Development
“Thanks so much for the great session on boundary spanning! The feedback was extremely positive. We are faced with many challenges right now – especially navigating new processes, challenges with communication, rules of engagement and an ever changing culture. You really hit on some good points and they resonated with me!”Margaret, Vice President, Regional Human Resources Manager
Culture Assessment & Crowdsourcing of Ideas from Employees
Rapid internal growth and regulatory pressures appeared to be impacting employee morale and business results
Conducted Pulse Study to understand how employees were feeling about their work experience, and to gather ideas to improve employee engagement and performance
Validated assumptions through data and identified opportunities to align leadership, strengthen culture, and enable teams to work more efficiently and effectively across teams to produce better results
“The Pulse Study was a way to get feedback to say, ‘Hey, how are we doing?’ I have learned that we have a lot of work to do. We need to focus on our culture and execution. . . The Study validated that.”
One-on-one Leadership Brainstorming/Coaching
NONPROFIT YOUTH ORGANIZATION
Supervisor had great technical skills but lacked strong leadership skills and self-awareness. Complaints about his behavior created legal risk and impacted the engagement of staff. He struggled to build trust with his team, effectively address challenging behavior, and empower them to grow.
Rebecca coached the Supervisor over a period of three months and collaborated with his managers to provide the support he needed to improve. Using resources through The Center for Creative Leadership, Rebecca helped him reflect on his life and his personal leadership journey, learn from those experiences, and create a vision of the leader he wished to be. Rebecca also helped him become more aware of his personality and leadership style through Myers-Briggs Type Indicator and situational leadership assessments, and shared tactics and talking points to improve his relationships and influence with people who are different than him. In addition, she leveraged her expertise in Employee Relations and Leadership Development to help the Supervisor redefine his role as a leader and empower him to try new approaches with his team to leverage their strengths, build trust, and inspire behaviors that align with the organization’s core values.
The Supervisor moderately to significantly improved in all areas of leadership, including Giving Performance Feedback, Having Difficulty Discussions, Coaching for Career Development, Collaborative Leadership, Humility, Leading with Values, Establishing Trust, and Empowering Accountability.
“The coaching sessions were non-judgmental and came from a spirit of support. Rebecca was great at relating different aspects of leadership to my individual work and was open to brainstorming sessions and made herself available outside of scheduled coaching sessions. The coaching sessions allowed me the opportunity to reflect on my work and personality and develop ideas to improve collaboration at my office.”