Case Studies: Individual
Career at a Crossroads
The Back Story
Becs was the COO of a very successful digital marketing agency. She worked very closely with her colleague the CEO and the pair supported each other throughout the growth and eventual sale of the business to a huge international conglomerate.
The pair encountered a lot of personal challenges during the ensuing 4-year earnout period and what became evident to Becs was that her future was not with the new acquiring company. Her conundrum then became What do I do next? and How do I manage my exit?
Becs needed some career coaching to help her work through these questions and arrive at an appropriate plan, so when she was offered the opportunity to be mentored by Pat Chapman-Pincher at Defy Expectations, she grabbed it with both hands.
Pat’s strategy was to get to know and understand Becs the person, rather than just Becs the COO.
Over a series of conversations and exercises, Pat was able to get Becs thinking about her future from a different perspective and to help her visualise her ideal future and what success looked like.
Things such as:
- The Lifeline exercise to understand the highs and lows in Becs’ life that have led this particular point, in order to understand patterns and trends of when she was at her best versus worst. The purpose of this was to help inform her behaviour going forward to enable her to achieve her goals.
- Career Drivers, i.e. the things that create the inner drive Becs’ had for her work. The point of this exercise was to get Becs thinking about the things that she’s actually motivated by, as opposed to what others expect of her. Often people make decisions based on the influence and expectations of friends and family, when really they need to be making decisions based on what inherently gives them energy and satisfaction.
- The GC Index – this exercise helped to determine what kinds of things made Becs feel more engaged and energised when it comes to making an impact. The point of this was to help Becs identify her “proclivities” to enable her to pursue roles that were most likely to enable her to play to her strengths.
To date, Becs has exited from her position as COO, has relocated to Australia and is now actively seeking her next role. She has figured out what her ACTUAL goals are and has a plan for looking for a role which will actually fulfil these.
Pat has also helped Becs’ refine her CV and LinkedIn profile, and also given her the confidence to go after opportunities she would never have dared consider in the past. By being an independent and experienced sounding board, Pat has given Becs invaluable advice on how to approach interviews, as well as feedback on written submissions and applications.
As a result, Becs is now well on her way to finding a role, in line with her career drivers, which ultimately will give her greater energy and job satisfaction.
Managing in a multi-cultural world UK executive to European leader
Moving to a global role in a major electronics company
The coaching client was a talented leader (Z) who had only ever worked in the UK. The company felt that his skills needed to be expanded to take on an international role and asked him to work with a coach who had international leadership experience. The process began with 360 interviews with Z’s colleagues to gain a perspective of Z’s strengths in his current role. The coach then spent some time speaking with potential future colleagues of Z to gain a perspective of the organisational culture in which Z would have to work. Z and his coach spent time together building an understanding of the ways in which Z would need to evolve his leadership style. Z was required to work on an international organisation project for the CEO that acted as a learning platform in which he could work with his coach. The timing of the coaching was fortuitous as internal events meant that the international role became available earlier than forecast and Z was tested in that role. Following a successful transition, Z commented “An invaluable experience creating diversity in thinking and mind set, positive challenge and reflection, alternative perspective and a strong sounding board. Above all, finding chemistry and trust with an amazing coach passionate to create the right environment with open and frank conversation that enabled accelerated learning and development. Like all things, you take out what you put in. For me, this was mutual and I thank my coach greatly for the care and consideration to help me along my journey of life”
Further changes in the company meant that Z had the opportunity to step up again to a more senior global role.
Divisional Head to Group EC
Moving from Business Unit Head to Group Executive Committee
The Back Story
The client (X)was head of a stand-alone business unit in a defence conglomerate. He was running the business successfully but the unit itself was outside the mainstream of the business. X was viewed by the company as being very smart and a possible contender for the CEO role in future. Being outside the mainstream meant that X was not well known in the wider company and his management style was felt by the Group Executive to be arrogant.
The HRD recommended X for coaching support. Because of the perception of X within the business this began with an extended series of 360 interviews and an anonymised report of the output from the coach. That became the basis of the coach’s work with X. At the end of the process X commented “The extended interview based 360 was excellent. I learnt three areas of my performance that others rated highly, but I was unaware of. I also learnt three areas of my performance to never repeat ever again.” The coach used this knowledge to help X to amplify his strengths and to avoid some of his previous behaviours.
This was done over a period of time as the coach and X worked through the day-to-day issues that X faced as a senior executive. X commented “Having a coach who is an experienced practitioner was an unexpected relief. You can speak about real problems, no matter how minor or detailed they appear to be – and find not only that they are treated seriously and respectfully - but are commonly faced by others too.”
When X was promoted to the Group Executive one of his colleagues on the committee commented “X seems to have found his humility gene!”
At the end of the coaching X himself said that he doubted that he would have been so successful without the aid of his coach.
Case Studies: Team
UAE Sovereign Wealth Fund
For the legal team at a major UAE sovereign wealth fund
We were asked to help the legal team define and align around their purpose for the next era in their development.
The Back Story:
Poorly defined roles and coverage of internal clients (investment professionals, Limited Partners and external co-investors), duplicated tasks and work overload. Geographically dispersed teams in 4 continents not working cohesively and instead creating local silos limiting information and resource sharing. People also reported as being exhausted, burned out and fearful of making mistakes, relationships were suffering and levels of trust and collaboration were low. These are ambitious and highly paid in-house lawyers creating a culture of suspicion and battling experts without realising it.
Advised on scope, how to phase topics for discussion, introduce facilitated group meetings, break-outs and quorum sessions. We then hosted and facilitated several offsite workshops in the UAE including discussion of difficult topics, handling disagreement and encouraging spirited debate, so team members all got clarity and alignment on team strategy, expectations, desired behaviours and outcomes to support the business over the next 3 years and beyond. We then conducted follow up analysis, feedback and agreement on action areas, conducting surveys and using data to ascertain offsite utility, clarify action points, owners and champions of initiatives flowing from the sessions. Also coached individuals directly with particularly heavy workloads and strategic importance to the business, using our Fit to Lead methodology and coaching them across 4 domains of leadership excellence.
A fully aligned team, collectively bought into a shared strategy and new ways of working, understanding each other's values and strengths more easily so collaboration on projects has naturally improved. The establishment of sub groups and owners to work on specific initiatives has made the legal team more efficient and responsive to business needs, which is now run by a re-energised management who benefitted from 121 coaching using our unique methodologies.
Case Studies: Board
Board Evaluation – Who runs the Company?
What is different about a Defy Evaluation
The Defy approach to Board Evaluation comes from our deep experience both of board governance but also of creating and running functional teams. Too many evaluations focus on the governance processes and forget the fact that the Board is a team, and it needs to function as a team. It also has to interface with the Executive team.
Our recommendations cover all the areas that would be covered in a normal process but also look at how the Board could operate more effectively and will recommend actions that will improve the overall functioning of the Board.
YY Ltd was an AIM listed growth company. It had exciting technology that was creating real market interest. It had been successful so far in its development and was beginning to create a revenue stream. Its shareholders were a mix of wealthy individuals and venture funders. Some very large technology investors were showing considerable interest in funding growth. It had a new, very competent, CEO who wanted to ready the company to scale and potentially move to the main market. The Board was a mix of investors and technologists and the CEO was finding that, although he had a good executive team, all decisions were taken by the Board.
All the members of the Executive team were on the Board and Board meetings were focused on the day to day running of the company. Long term strategy, such as it was, was worked out between Chairman and CEO. The Chairman was a major investor, and it was not always clear who he was representing in meetings.
The governance was sketchy even for an AIM company.
What we did
We agreed the ground rules and process with the CEO and Chair:
- All reporting would be anonymised
- We would invite all Board and ExCo members to participate
- The first input would be an on-line questionnaire with follow-up interviews
- The same assessor would do the interviews and create the final report
- Feedback would be to the Chair and the CEO individually and they would agree a final report and recommendations that would go to all participants
- The report would be discussed at a Board meeting with the assessor present and future actions would be agreed.
- There would be a follow-up 9 months after the report.
How it worked
- The process worked well, though it took some time to get everyone to participate due to pressure of work.
- The report was accepted by the Board and Exco after a vigorous debate. A series of actions agreed that covered a major upgrading of governance and implementation of a committee structure.
- A Board succession plan was agreed and implemented.
- The responsibilities and relationships of the Board and Exco were defined and development work was done with the Exco to improve its operation as a team
- The Board became more focused on the future strategy and the day-to-day operation of the company was done by the Exco
- The Board learnt to operate as a team rather than as a disparate group of individuals
- Implementation was slow as old habits had to change but by the time the next series of investors came on Board the governance and management of the company had significantly improved.
This was a turning point for the Company and allowed it to change and grow with a structure and governance that was appropriate for growth.