HELPING AN HR TEAM GO FROM GOOD TO GREAT IN HEALTH CARE

HELPING AN HR TEAM GO FROM GOOD TO GREAT IN HEALTH CARE

PROBLEM

The CHRO for a large health care provider had built a loyal following among her staff but was not demonstrating to her peers how the HR function was adding value.

SOLUTION

She administered the Team Assessment Survey II to her direct reports, and the feedback indicated the HR function had ill-defined, overly vague goals and was not meeting customers’ needs.

The HR leadership team used The Rocket Model framework to:

TURNING AROUND A DYSFUNCTIONAL EXECUTIVE LEADERSHIP TEAM IN A RETAIL ORGANIZATION

TURNING AROUND A DYSFUNCTIONAL EXECUTIVE LEADERSHIP TEAM IN A RETAIL ORGANIZATION

PROBLEM

Brand B was one of seven business units in a $7B retail organization. Brand B had missed its financial targets over the prior two years and was facing another miss unless significant changes were made.

Senior executives had different opinions about customers, competitors, and sales channels; there was little consensus on key goals; roles and responsibilities were unclear; executives complained about ineffective meetings; and finger pointing was routine.

SOLUTION

A team diagnosis was completed using phone interviews and the Team Assessment Survey II.

The Rocket Model framework was then used to design a series of off-sites for the executive team. The team:

LAUNCHING ACTION LEARNING TEAMS FOR AN EQUIPMENT MANUFACTURER

LAUNCHING ACTION LEARNING TEAMS FOR AN EQUIPMENT MANUFACTURER

PROBLEM

A Global 500 manufacturing firm was struggling to get traction from an expensive leadership development program for high potential Directors and Vice Presidents.

The action learning teams, which were a core part of the program, were failing to complete assigned projects.

SOLUTION

The Rocket Model framework was used to launch the action learning teams.

The new teams spent one day using the framework and tools to: