Challenges & Triumphs
Here are some examples of how Smart Work has partnered to help leaders and organizations.
Discipline and Accountability
We introduced Smart Work™ skills and the Syntax Framework for Collaboration to reinforce a new decision-making process in one division of a premier chip manufacturer eight years ago. Their goal was "Organizational Excellence" -- improved accountability supported by consistent behavior, increased leadership skills, and "flawless execution" of complex manufacturing processes. In response to employee feedback, committed managers developed a Management Discipline and Accountability document which incorporated many of the Smart Work™ skills as the standard for manager behavior. The internally-developed training that supports these behaviors is regularly revisited within the division, as new people come in, to keep the behaviors fresh in people's minds.
In 2002, these skills supported the division through a redesign of how products were developed, a transition to globally dispersed, around-the-clock development teams, and a significant cut-back in resources. Despite these changes, the organization delivered double the number of SKU's to market, grew its volume almost 40% and its market share almost 50% while cutting costs nearly in half. In 2004, this division delivered 20 MU and became a $1B business within this $35 B business.
Now the challenge is re-organization and downsizing. The client leading the organization has been made General Manager of a much larger ($7B) division, bringing most of his old business with him. Under the press of a painful corporate “efficiency” push, we are helping to build a new band of heroes who have the discipline and accountability to hold fast to a difficult course in the midst of constant turmoil.
Moving From Good to Great
One of the “Big Four” accounting firms' IT department has never garnered the respect its accomplishments deserve. Although it is consistently ranked first rate by outside auditors, the Firm only notices its work when something goes wrong. Working through our colleagues at Success Sciences to coach the leadership team, we're helping them step up to being the heroes in their own story and to visibly increasing their contribution to the Firm's overall strategic direction and sense of possibility.
Rapid Leadership Development
Rapid growth in the information assurance business created an unprecedented need for development of leadership skills in a management consulting firm. Senior leaders at the company needed a high impact method to build leadership competency. An innovative 6-month program that focused on a cohort of mid-level managers who had recently been promoted was developed. It included 8 action-learning sessions with one-on-one coaching during the intervals between the meetings. Each meeting focused on the challenge of one of the eight members. The sessions were supplemented by leadership skill-building, using the leadership story framework. Partners in the firm noted an improvement in participant performance during the 6-month program. The value of action learning plus coaching was clearly demonstrated as a tool for leadership development, problem solving, and building group cohesiveness.
Leadership Development in the Federal Sector
Smart Work collaborated with EDIN Associates to support NASA's Creative Learning Groups as they develop leadership through creating extraordinary learning communities. Using the Leadership Story, we supported the Code 400 group in telling its story and sharing its heroic message to the world: "Civil servants deliver America 's dream." We've helped develop similar Learning Groups at EPA and elsewhere. We've also helped teams develop compelling stories for themselves at the Dept. of Energy and elsewhere.
Getting Leaders to be Heroes
Our coaching focuses on getting clients to step up to being the hero in their own story, by getting them to play in the biggest game they're capable of playing in. Individual coaching clients currently include leaders at Intel, Booz/Allen/Hamilton, KPMG and Accenture. Coaching usually includes some combination of one-on-one work and on-site "shadowing" with feedback over a period of 6-12 months.
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