Real-world examples of the many ways Kristin has partnered with organizations to drive culture transformation, develop leaders, and build lasting talent systems.
Case Studies
Empowerment Coaching and Energy / Time Management
Overview
Coached a high potential Operational newly promoted VP over one year to manage his time and energy differently for greater team empowerment, increased executive presence and time for strategic collaboration.
Outcome
Employee survey results were much improved in the area of leadership for this executive. At the end of the year, they were promoted to SVP.
High Potential Future Executive Development Experience
Overview
Developed and implemented a combination of Hogan personality assessments, "The Next Level" book reading and development planning, and coaching to multiple year-over-year cohorts (part of 8-month overall program) of high potential Senior Manager and Assistant Director level talent listed in Talent Reviews as successors to executives.
Outcome
Leaders gained greater self awareness of their strengths and derailers and how that aligned with their values, and then each developed a clear actionable development plan based upon a proven model for shifting to an executive mindset. Strong promotion rates for overall program graduates.
Organizational Effectiveness Reviews / Audits
Overview
Conducted organization effectiveness / culture reviews of operational and corporate support divisions for effectiveness evaluation and optimization, including key stakeholder interviews, observations and reports, and impactful presentations to senior leadership.
Outcome
Executives adopted recommendations to enhance and evolve organization and job design, address leadership performance concerns, plan for key talent moves for retention, and expand budget to support leadership development.
Change Management Tools
Overview
Integrated ADKAR / PROSCI methodology into an aligned company-wide Transformation change management toolkit that was designed and delivered in an interactive workshop over four global sessions to those responsible for driving productivity gains and cost savings in their projects.
Outcome
Equipped 400+ project and initiative owners to be able to identify key stakeholders and craft specific and clear communication messaging to enlist their support in their initiatives.
New Executive Integration Coaching and Development Planning
Overview
Coached a newly hired Finance SVP to prepare an onboarding and development plan leveraging Hogan assessment results, employee engagement results, focus group with his employees and a New Leader Transition session to integrate a holistic view of opportunities with leading his new team.
Outcome
Team responded with strong feedback about being included and involved in discussing their new leader's approach and best methods for engaging them to foster greater collaboration and productivity.
Mentoring
Overview
Partnered with HR Business Partners and divisional leadership to develop first division-wide mentoring program with a cross-functional committee.
Outcome
Expanded and replicated programs across 8 different divisions. Strong rate of career movement and / or retention of key talent participating in mentoring program. Participating divisions saw lifts in career development themes on employee engagement survey results.
Employee Value Proposition (EVP)
Overview
Conducted internal and external research and led significant project and change management to develop a global Employee Value Proposition and strategic implementation roadmap. Updates were also recommended for the company Vision, Mission, and Values, and actions were aligned with a global Transformation initiative that included two workstreams of Organizational Effectiveness and Organizational Health.
Outcome
Aligned a diverse set of executive leaders and key high potential leaders on the building blocks for an impactful new Employee Value Proposition that will be activated to retain current employees and attract new top talent by aligning processes and practices over the next three years for the entire employee journey.
Talent Review and Succession Planning
Overview
Benchmarked best practices of this function to establish and globalize a robust Talent Review and Succession Planning process that was annually conducted from Executive down to Manager levels across all divisions. Data and insights regarding talent bench strength, 9-blocks and high potential pipelines were calibrated within divisions and summarized, then presented to executives. Integrated a "Talent Talk" approach to gain realistic and candid input from SVP and VP level executives on their career and growth interests. Introduced "Success Profiles" for operational leadership to further define and qualify "potential".
Outcome
Significantly improved executive successor readiness percentages year over year for participating functions. Built leadership capability to articulate strengths and challenges for their leaders and highlight their team's value clearly to others.
Executive "Getting Out of the Weeds"
Overview
Coached a newly promoted VP who had grown up within the organization as a technical expert and had great peer relationships to now operate with a more strategic leadership approach with those whom he had known a very long time.
Outcome
Setting of boundaries allowed him to operate at the next level effectively and to empower his team more clearly and leverage their expertise to allow him to "do" less and achieve more.
Leadership Effectiveness Workshop
Overview
Conducted a "Stop / Start / Continue" feedback workshop with a key executive and their team to provide candid and robust feedback to ensure development needs were addressed and leadership style was adapted for greater effectiveness.
Outcome
Executive was receptive and implemented suggestions, receiving improved employee engagement survey results later that year in the theme of Leadership.
Employee Feedback and Talent & Culture Data & Insights Presentations
Overview
Developed and facilitated senior executive level insights presentations globally across all locations and divisions company-wide based upon employee listening / feedback survey / interview / focus group results, succession and organization design / planning, and performance feedback and competency assessments.
Outcome
Evidence-based executive strategic planning related to talent and culture priorities, action planning budgeting, and decision-making.
Selection and Assessment Tools
Overview
Developed / curated and oversaw validation / implementation of assessment and selection tools (e.g., tests, interview guides, assessments, scoring / rating guides and rubrics) for unique populations (hourly sales call center employees, Technical Services ride technicians, firefighters, corrections officers).
Outcome
Ensured a fair, consistent, and defensible selection process for unique and complex roles with specific technical or functional requirements. Supported qualifying a strong pipeline of candidates who were able to meet the requirements of these specific roles.
Newly Promoted SVP and New Leader / Functional Alignment
Overview
Coached a newly promoted SVP who was newly aligned with a different function and a new C-Suite level leader to lead at the next level and manage up differently to shift her presentation style and approach.
Outcome
Solidified her credibility with her leader who provided positive feedback on her growth and impact to her success in fostering her deeper understanding of the financial side of a creative business.
Cross-Functional Team Effectiveness
Overview
Facilitated process mapping, goals / roles / process, and "RACI" team effectiveness sessions across executives and leaders within cross-functional teams to break down barriers to cooperation.
Outcome
Teams built more effective working relationships and gained clarity on process redundancies that could shift or be removed for greater effectiveness.
Cross-Functional Employee Engagement Action Team
Overview
Led the longest running cross-functional executive team focused on employee engagement and experience (20 years). Workgroups with executive sponsors drove action planning across corporate and front-line operational teams with unique recognition awards for leaders and a "grass roots" approach to gaining employee feedback and input to develop solutions and follow up to implement significant enhancements to the employee experience.
Outcome
Year over year increases in employee engagement scores in participating divisions and strong participation in action plans, which were linked to annual performance goals.
Performance Evaluation Transformation for Front Line Employees
Overview
Transformed hourly performance evaluation process with significant efficiency and flexibility enhancements to address operational leader needs and enhance front line hourly Team Member feedback quality and impact.
Outcome
Time savings from 2 hours per review to 30 minutes with only the most essential competencies and job responsibilities defined and captured within the feedback form and discussion. Trained close to 1000 leaders on a new approach to preparing and providing clear and succinct feedback. Process was fully automated to remove all paper and PDF scanning.
Executive "SME" needs "EQ"
Overview
Coached a Director who was very interested in a new highly visible VP role, but continued to play in the same spaces with the same style and approach that didn't always land well with others. This individual was the best in their field, a true "subject matter expert", but often took their passion to the extreme in defending that it was their way or the highway.
Outcome
Played back situations and discussed alternative responses and approaches to enable new language to be readily accessible for this individual to try on. They left the engagement with action steps to test these approaches with stakeholders, and received positive feedback on how they came across.
New Executive Signature Onboarding & Development Two-Day Orientation
Overview
Developed first global VP level cultural orientation two-day in person experience including keynote speakers, a cultural workshop, teambuilding, executive speaker panel on business strategies, and more.
Outcome
Personal recognition from CEO / Chairman on the delivery of the experience based on his participation in it. Executives built valuable relationships and accelerated their onboarding and integration into the uniqueness of the operational culture.
Self Paced Tailored Development & Coaching Experience
Overview
Developed an 8-month executive self paced development experience integrating Hogan Personality Assessments, Master Class and LinkedIn course curated learning plans and recommendations, guided development planning, group and individual coaching for Directors nominated through the Talent Review succession planning process.
Outcome
Retention and targeted development of critical Executive level talent to prevent burnout and invest in bespoke development unique for each of the 20 hand-selected participants.
C-Suite Performance Goal & Strategy Alignment
Overview
Consulted with the global CHRO and the C-Suite leadership team to define and align SMART (specific / measurable / achievable / realistic / timely) annual performance goals that aligned with the business strategy that was revised when the most recent CEO was promoted to lead the company into a period of significant growth. Partnered with the strategy team in Marketing to align key metrics and messaging across the performance and talent management processes and systems and employer / consumer branding efforts to support the new strategies.
Outcome
Cascaded a common set of goals for alignment across the C-Suites' leadership teams. Reached a shared set of expectations and priorities for delivering on goals that aligned and linked clearly to the top 5 business focus areas for that year.
360 Degree Leadership Feedback and Development Planning
Overview
Developed a custom 360 feedback survey and administered it globally to provide insights to all leaders of leadership on upward feedback about development opportunities from direct reports, as well as peers, colleagues, clients, and managers. Conducted custom senior executive level 360 peer and colleague interviews and prepared and delivered a tailored feedback report of presenting themes. Facilitated a skill building workshop for HR Business Partners and Leaders in holding follow up development conversations.
Outcome
Highest number of individual development plans created and executed in the history of the organization. Built skills in delivering tough feedback and coaching on development gaps in both HR Business Partners and leaders.