A technically talented individual joined a financial services firm at a Vice President level where he was responsible for streamlining processes across several business lines. His 360 assessment revealed that although he was seen as extremely bright and capable, he was perceived as critical and dismissive of peers, leading to lack of buy-in from stakeholders across the matrix and delayed execution.
Through the 360 results and executive style assessments, this bottom-line oriented leader began to truly understand the impact of his style on others and how it related to speed and effectiveness of executing business results. He followed our robust process of including key stakeholders as he learned to listen to them better and address their ideas and concerns in his process improvements.
By the end of his six month coaching engagement, this Vice President’s track record of execution had improved and he was tapped to lend his talents to streamline other areas of the organization.
