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Case Studies
Success stories
We are really proud of the work we do and would love to share with you some of the success stories we've had over the years...
Trusted Advisor - Lonely at the Top
To work with Mike, the CEO of a mid-sized sports business, in the next phase of its organic growth and also to partner on a potential merger and acquisition.
One of Two for the Top Job
To work with one of two senior managers in their development to best position them for the Number One role in the organisation.
Trusted Advisor - Business Growth
To support the new CEO in the growth of the business he had recently taken over.
Business Growth
To support the new CEO in the growth of the business he had recently taken over.
Talent Retention
The objective was to re-energise a senior manager who had been in the organisation 15 years and to help him reconnect with the company.
Moving up a level
To support one of two senior managers in their development to succeed as the next COO of the listed company.
What Next?
Bill was a very senior CIO in an international business. He had been there for 20 years, knew all the connections, knew all the people and had a very successful track record. However, he was increasingly feeling not only frustrated, but lacking in challenges.
Senior Manager Development
David was a senior manager in an organisation where he had been for 10 years. He had worked his way up to the very highest level in the organization and was ready to make the next move, be that in Europe or in Asia/Pac. The coaching objective was focused on the feedback he had received from an external assessment by occupational psychologists and a benchmarking exercise across the sector. The objective of the coaching was to prepare David for that move, which he hoped to get within the next 12 months.
Retention through Merger and Acquisition
Neil was a recently appointed IT Director in a large organization. The search firm recruiting him had spent six months courting him and getting him into the role. Within weeks of him joining his new organization a potential merger was announced with one of their competitors. The coaching objective was to keep Neil in the business.
Download the Retention through Merger and Acquisition case (PDF)
All Change
To focus on First 100 days in a new role having left an organization of 20 years service.
Talent Attraction
This global brand was able to attract highly talented new recruits however with a 65% attrition rate the coaching was highly focussed and measurable.