Organization Change Measurement

A prospective client, while inquiring about the work we had done with Thompson Tractor, remarked, “That sounds too good to be true.” Bob Bacon, EVP of Service for Thompson Tractor, also a CAT dealer, responded, “That was our first reaction, and I had the greatest reservations. But we have seen dramatic changes including improvement in the way different departments (sales and service) work together, in the way different levels of management work together (executive and general management) and in increased levels of employee and customer satisfaction, as well as increases on several productivity and financial measures.”

Bob Bacon, EVP of Services Thompson Tractor

Profiling and Assessment

“Their approach to executive profiling and development is highly innovative and challenging. Our leaders are far better equipped to envision their futures, to know and reach their potential, and to deliver results.”

John Holcomb, CEO, National Bank of Commerce

“Leadership Partners’ profiling is the most accurate and insightful in the industry. 80% of what the report said I had seen before but not in one place and the remaining 20% I had never seen but knew, intuitively, that it was true.”

CFO of one of the nation’s largest and best respected electric utilities

“When being screened for my current job at The Principal, the psychologist suggested that I seemed to have an answer for everything. This caused him to question if I was really that good. What I had not told him is that I had worked with Leadership Partners for 20 years and should have all the answers. Later that year, I was given one of the biggest promotions in the history of The Principal.”

Chris Calos, EVP, The Principal

“We have used many profiles but theirs is uncommonly penetrating and insightful regarding both individual and team potential.” & “Leadership Partners’ leadership profiles are the most comprehensive and insightful that I have seen. When combined with custom coaching, they can have a real impact not only on personal development but also on people’s insights into and ability to coach others.”

Mike Harreld, CFO Georgia Power Company

“We have access to the most well known succession and executive development firms in the nation and chose Leadership Partners because of the quality of their profiling and selection tools, and because of their experience with and sensitivity to top executive succession and development.”

The CEO of a Top Casual Dining Restaurant Chain

Coaching

“After working with Leadership Partners for two years, I moved from maybe to certain as the successor to the CEO of one of the world’s largest casual dining chains and was recently hired as the CEO of the largest casual dining chain in the world.”

CEO of the largest casual dining chain in the world

“I engaged Leadership Partners to overcome some barriers with my CEO. Through their coaching I was able to get that relationship back on track, soon afterward, I was recruited as the CEO of one of the other leading malpractice companies in the United States, and within three years, we have grown the business by 300%.”

CEO of the 3rd Largest Medical Malpractice Company in the United States

Succession Planning

“Leadership Partners helped the senior team transition through a difficult period and emerge as skilled leaders, committed to working well together.

Richard Casio, CEO, TriCon Metals

“We have access to the most well known succession and executive development firms in the nation and chose Leadership Partners because of the quality of their profiling and selection tools, and because of their experience with and sensitivity to top executive succession and development.”

CEO of a top casual dining restaurant chain

“Leadership Partners helped us traverse a very uncertain time after the unexpected death of our CEO and founder. We faced many tough decisions getting the final leadership team in place and then transforming the culture from predominantly autocratic to participative. With Leadership Partners’ help we created high levels of trust within the senior team and through that, grew the manufacturing business over 500% in a seven year period.

Richard Cashio, CEO Tricon Metals

Organization Culture Change

“I thought all consultants were full of it. But your firm is different. With the help of Leadership Partners we went from middle of the pack to top 5 on all key economic indicators for our industry. Simultaneously, an independent consultancy found that we had the highest levels of collaboration they had ever recorded.”

Frank Warren, CEO, The Rogers Group

“Leadership Partners helped the senior team transition through a difficult period and emerge as skilled leaders, committed to working well together. Leadership Partners is now working with all managers in the company to help the managers reach their potential and to help us reach our vision for a fully effective and engaged company. Last year was our best in company history and based on the way people are responding, we expect that trend to continue.”

Richard Casio, CEO, TriCon Metals

“We have attempted to change our culture using several different skills based approaches to little effect. After attending one of Leadership Partners’ values based leadership development and organization change workshops and having seen the energy and insight their methods generate, we have chosen them to help us change our culture.”

Sr. VP of HR with one of the largest insurance companies in the nation

“They are actively involved in a far reaching culture change effort supported and delivered by HR. They have involved us in every step and are training us to the highest possible standard.”

HR Manager, Top U.S. Electric Utility

“They are skilled in their fields of leadership and organization development and with their connections with OMBI at Harvard; they are especially skilled to provide these services within family owned businesses.”

Dan Rechter, Rogers Group Investments

Workshops

I wish I had done this early in my career instead of late.

Workshop Participant

Team Building

“Leadership Partners helped us develop the openness and trust to create high levels of organization wide commitment and energy. As a result, we downsized from an IBM mainframe to a PC network in record time. For our accomplishments we were recognized on the front page of the Wall Street Journal and asked to present at an annual Chevron, CIO worldwide meeting. People were really interested in the technology, but their eyes lit up when we walked about creating the culture necessary to make this happen.”

Tom Gritter, CIO of The Rogers Group Inc.

“We have called on Leadership Partners concerning the unique challenges faced by the top executives at our most valued clients. Their development profiles and 360° Interview Assessments provide keen personal insights and practical actions for addressing the toughest leadership issues in addition to strengthening the team.

A Senior Managing Partner at one of the foremost Strategy Consultancies

Conflict Resolution

“I would have never thought that Leadership Partners could accomplish what they had with our COO of US Operations and the top operations team, especially since we tried just about everything.”

CEO of one of the largest casual dining chains in the world.

Mergers

“We have used Leadership Partners to help effectively consolidate acquisitions and to change the culture of select divisions. We are now using them to effect culture change within our top executive team and throughout our major operating divisions. They have the skill and insight to engage people and their alliance with Sibson Consulting gives them the added advantage of providing specific performance measures, to fully align and objectify progress.”

Bill Mooney, EVP General Manager, Thompson Tractor

Strategic Planning

“Leadership Partners was recommended to me by our company CEO. We were in the developmental period of creating a new approach to military housing construction which would keep us on jobs much longer than the typical one & a half to two years. Working with Leadership Partners, we developed a culture that fostered much higher levels of collaboration and commitment allowing us to raise and resolve issues much more effectively not only among ourselves, but also with sub contractors. Since 2002 our business has grown from $0 in contracts to $4 billion and we have built out over 500 million in housing.

Jim Taylor, Balfour Beatty Construction

“They have been engaged in leadership development and culture change in our fastest growing division and are now beginning to involve our HR staff so that we can carry that effort forward with them. They are knowledgeable, committed and eager to get us up to speed and have us involved.”

Sherri Satterfield, HR Consultant, Balfour Beatty Construction

HR Training

“They have worked closely with me to achieve what we need regarding getting us engaged at all levels. Their concepts and principals are vital to our continued success and they are ‘great to work with.’ They will train us to carry the effort forward.”

Sr. VP of HR with one of the largest insurance companies in the nation