OPPORTUNITY FOR CHANGE:
Our client, a hospital, asked us to help with creating a Workplace Culture that matched their customer-centric mission and values. Our clients said, “Something is wrong. We need help creating an atmosphere we all can be proud of.” Our client wanted to attract, retain, and build a high-quality, service-oriented team. The client also wanted to learn how to repair what seemed to be a broken infrastructure within the organization.
OUR GOAL:
We wanted to make sure our work was not invasive and that we allowed all the hospital’s employees to carry out their responsibilities without feeling like we were intruding on their day-to-day operations. We were committed to making sure every plan we recommended, and ultimately put in place, was cost effective and increased their profitability. We were also committed to identifying “no cost” methods that would make immediate and lasting change.
RECOMMENDATIONS:
J. PR would manage, direct, and complete our six-part assessment and analysis process. This assessment would address each area of the company and reveals opportunities for change, and required systematic action. This process would provide a snapshot of the company, offer a clearer view of their current state, and provide a clear path of direction to achieve the desired results.
SOLUTIONS and RESULTS:
OPPORTUNITY FOR CHANGE:
Our clients needed to hire a specialty leader to ensure meaningful growth, team development, and leadership guidance. They were so frustrated with the search process that they were prepared to overspend and make a candidate an offer that required relocation and an elevated salary. We understand that the Talent Acquisition Process can feel overwhelming, particularly when you are seeking a specific, uncommon skill set. We had a clear understanding and keen knowledge of the talent pool available to our client.
OUR GOAL:
Our goal was to make sure our clients secured the right Leader for the position, without having to endure the burden of unnecessary high-cost expenditures. We also knew that this client would need to hire additional staff, so strategic saving and spending methods would create more opportunity for additional hiring.
RECOMMENDATIONS:
JPR would customize a concrete Talent Acquisition Plan (TAP), which would allow us to begin a focused search specific to our clients’ needs. This 4–step TAP was designed to insulate our clients from the time-consuming challenges associated with this kind of search process, while allowing for the clients’ preferred level of involvement in the process.
SOLUTIONS and RESULTS:
OPPORTUNITY FOR CHANGE:
This organization was in the late stages of revamping their overall corporate identity, which led to a series of promotions and job changes. The long-term Mid-Level Leadership Team (Directors, Managers and Supervisors) needed additional support as they continued to work out the changes associated with the new corporate identity. Our client needed a customized leadership workshop for their mid-level management teams. They requested this workshop include specific Leadership Development steps from our New Level Leadership Development Program.
OUR GOAL:
We wanted to help the leaders identify their strengths and the challenges they faced. We also wanted to give them the tools they needed to appropriately address their concerns by creating an atmosphere of supportive dialogue while resolving potential conflict. Our training would support internal promotions, succession planning, and overall performance enhancement.
RECOMMENDATIONS:
Allow J. PR to conduct a Customized Leadership Assessment, focusing on the specific skill set of each leader, so we could determine a good starting point for customizing a Training and Development Workshop. J. PR would then create and conduct the workshop.
SOLUTION and RESULTS:
OPPORTUNITY FOR CHANGE:
Our client was seeking guidance that would support her in achieving her career goals and help her to establish a plan for her professional success and growth. She was preparing for a career transition. It had been more than 10 years since she looked for a new position, and she was a bit apprehensive about beginning a new career search. She was seeking expert support with the search process. Our client was convinced that she needed a mid-level leadership role that was at a similar in title and responsibility to her previous role.
OUR GOAL:
We were committed to customizing a career search plan that would offer our client the best possible support in dealing with the anxiety of the new career search and maximizing her potential for immediate career growth.
RECOMMENDATIONS:
We offered our client an opportunity to enroll in our One-on-One Career Coaching Program, which provided her with the needed support to address all eight components of the search process and career promotion.
SOLUTION and RESULTS:
OPPORTUNITY FOR CHANGE:
Our client had a significant conflict brewing between three of her top leaders in the office. The situation lasted several months, and it seemed too difficult to resolve. Our client was considering termination. This termination would have had a significant impact on the entire business. We understood that these three leaders needed to work together, if possible, in order to resolve the concerns. We also understood the challenges associated with confrontation.
OUR GOAL:
One of our goals was to ease the tensions in the client’s workplace, which was a direct result of the conflict that had been simmering for a while. It was important to create an atmosphere of willingness for all parties involved.
RECOMMENDATIONS:
Allow JPR to mediate and facilitate conversations with all necessary parties to gauge the impact, support, and willingness to participate in the collaborative discussion process.
SOLUTIONS and RESULTS:
OPPORTUNITY FOR CHANGE:
Our clients contacted us because they were interested in merging two distinct Corporate Cultures. Two companies had decided to become one in a merger/acquisition. The organizations had very different cultures even though their products and services had some similarities. The merger affected both organizations differently, but in both cases, the impact was significant. It required change in every area. The success of this financial services organization’s Corporate Culture initiative would require strong leadership and insightful guidance.
OUR GOAL:
Involving both sides of the organization from the beginning, we set out to create an environment of healthy respect as we developed a plan for information and knowledge sharing. This message of “oneness” and the company’s cultural transformation both needed to start at the most senior levels of the new organization so the leaders could successfully communicate the right messages to the teams they supported.
RECOMMENDATIONS:
Allow J. PR to develop a Customized Assessment and Analysis process for both sides of the organization to address the primary concerns of the leadership teams and the team members they supported. Their primary concerns were:
SOLUTIONS and RESULTS: