See also our [CLIENT/INDUSTRY
LIST]
leadership
development
Talent Review Process
Hollister helped a real estate development client to identify
key job competencies, benchmark and evaluate leaders, and create
individual development plans. In the end, the organization better
utilized its top talent and increased retention while employees
moved up faster and leaders learned how to create a high-performance
culture.
Leadership Development Courses
Hollister was asked to design and implement a leadership series
for a regional bank, whose leaders ranged from beginning managers
to senior executives. As a result of these courses, the bank’s
leaders focused on better performance--and experienced quantifiable
results.
R3: Reflection, Resources and Retooling
Following a difficult merger, senior leaders from an investment
firm asked Hollister to help them evaluate the outcomes. Through
team analysis, the leadership team discovered patterns of behavior
that were hindering productivity. The senior leaders then harnessed
their resources and retooled their project implementation processes.
change management
Merger Integration
Hollister Consulting worked with an organization following a difficult
acquisition. Together Hollister helped the senior officers create
a vision of the integrated culture. Through organized forums,
employees were involved in discussing, understanding and learning
about their roles in the merged organization. Employee involvement
led to strong commitment and buy-in. The new entity showed fast
results and high customer and employee satisfaction.
Organizational Restructuring
When a Fortune 500 company was reducing their organization by
15 percent, they needed to redefine employees’ roles, create
new teams, and move their culture to an operating company from
an entrepreneurial organization. Hollister worked with this company
to help identify the skills, culture changes, and the teams’
needs to make these shifts. Courses were created, and leaders
and employees across the organization were provided with the tools
to make successful changes in record time. Winner of the 2004
Chicago Organization Development Network Impact Award, this collaborative
work was credited for easing the restructuring process across
the organization.
Culture Change
A hospital’s senior leadership team needed help shifting
their organizational culture. When Hollister entered the picture,
the hospital neither faced conflict nor held employees fully accountable
for job performance. To develop a culture focused on results,
Hollister helped the executives teach the staff new leadership
skills, evaluate reward structures, surface barriers through team
building retreats, and implement performance measures. New processes
were put into place that supported leaders in creating the high-performance
culture. The hospital is currently growing during a time when
many hospitals are struggling.
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executive coaching
High Potential Coaching
A new senior leader of a Fortune 500 company entered a company
that had deep-rooted political, staffing, and technical problems.
Hollister partnered with the new executive to help her navigate
the organization, set priorities, manage specific projects, and
supervise her staff to get it done.
Mentoring Systems
When a large IT department wanted their employees to have access
to senior leadership, they enlisted Hollister’s help in
designing mentoring circles. Grouping senior leaders with employees,
employees gleaned wisdom from their leaders and developed competencies
that helped them respond to challenges in the workplace.
Leaders as Coaches
A CEO of a large organization was skilled at giving orders, but
ineffective at coaching. Hollister helped him to leverage his
time to teach leaders new skill sets. With new competencies, the
staff became more strategic in their roles, and the company began
functioning at a higher level.
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team facilitation
Team Alignment
When Hollister Consulting began work with a real estate company,
two of the leaders had been given competing goals. Hollister brought
together the team and helped identify and prioritize the common
goal of making strategic investment decisions.
Working across Boundaries
Hollister Consulting intervened when two large departments were
unable to work together. With Hollister’s help, departments
clarified what hindered cross-boundary effectiveness, leaders
defined priorities, and a realignment of resources was implemented.
Company Officer Alignment
When a new CEO was taking over a large hospital, the senior team
needed to learn to work together under new leadership. Hollister
worked with the CEO to make expectations clear, define the culture,
and create a cohesive senior team. With Hollister’s help,
the leadership team developed new skills for surfacing and prioritizing
issues. The team learned how to work with the CEO to form a new
vision to move the hospital forward. As a result, the hospital
is attracting and retaining top talent and succeeding in a time
of rising healthcare challenges.
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