Executive Coaching is, by its nature, a confidential activity that companies and individuals employ to excel and achieve their organization’s strategic goals. For this reason, Pulse Point clients are not identified by name in these case studies.

1. Client: Top Executive Team at a major multinational corporation.

• Problem: Lack of effective communication among key team members which was dramatically decreasing their ability to agree upon, much less meet, key organizational goals. Many team members were highly introverted, which complicated the situation.
• Process: Group coached the executive team at a three-day off-site with select individual coaching prior to and after the off-site. Also established formal cross-mentoring relationships.
• Result: Dramatically increased team cohesion and effectiveness. Set up strong communication channels among the executive team members which they used to engage more productively among themselves and with other stakeholders. Strategic goals were set and teams established to reach them.

2. Client: Two management teams at a renowned US Government Agency, including their senior executives.

• Problem: Initially an A-76 and RIF which brought fears of reprisal. One year later, a change of mission changed the way this group needed to structure their work flow and made their work critical to the success of the entire Agency. Finally, they needed assistance working through a major reorganization brought about by numerous retirements and ongoing staff reduction.
• Process: Initially addressed management and cultural work on an individual and group basis to help individuals process and accept the changes occurring to their units. Next, provided leadership and team coaching to assist them in establishing new ways of creating working teams and more successful styles of leadership. Finally, worked to establish new team relationships immediately after the reorganization to ensure that work flow would continue unimpeded.
• Result: Successful downsizing of unit with no negative occurances and a rebuilding of the culture to adapt to change. High quality, on-time delivery of critical components, and finally the continuation of that ability even with an almost complete turnover in top management.

3. Client: 39 partners in one practice at a Big Four accounting firm.

• Problem: Creating a smoother process to develop “pre-partners” in order to ensure retention and promotion on a timetable acceptable to all parties.
• Process: Focused on enhancing their feedback and coaching skills during a group coaching of the entire partnership group. This helped them develop the social architecture and processes to meet their strategic goals. Individually coached several of the “pre-partners” to understand the need for more and wider-ranging competencies in order to reach partner, and then to build those competencies.
• Result: All of the partners gained far greater awareness of the ways to show up as leaders and to work with their “pre-partners” to retain the best of them. Communication flow increased dramatically. Key pre-partners, who were at high risk of leaving the firm, stayed. Several have subsequently made partner and the rest are on track to do so.

Other Team Coaching Examples:

4. Coached the top partners, both as individuals and as a team, of a major investment firm to help them solidify the strategy for a new venture, and form more effective team approaches and processes to continue to perform at the highest possible level.

5. Worked with board members of a major university to enhance their communication with major stakeholders.

6. At a major medical/scientific US Agency, performed group coaching with six different teams to increase communication and team effectiveness, as well as to support the various leaders in becoming more capable as team leaders.