Executive Development Case Studies

A Life Science Service Company wanted to improve the business acumen and executive presence of a recently promoted, high potential female senior director who had an extensive clinical background, but lacked commercial experience. In her new role she would be required to interface with C suite clients, participate in new business development discussions, and be responsible for growing revenues within her division. The Crisfield Group worked closely with the director for 12 months, both in person and virtually, focusing on executive presence, presentation skills, and gaining a more detailed understanding various business and financial models unique to her organization. By the end of the 12 month engagement both the director and her organization felt confident in her ability to lead and effectively operate in her new role. During this same period the director's division became the highest grossing unit within their operating unit.

A Mid Sized Pharmaceutical Company engaged The Crisfield Group to coach a high potential director of training and development. During the initial stages of the engagement the individual was promoted to a field sales director position and the company decided to continue the engagement. As the individual assumed their new role some significant challenges developed regarding their leadership style, which was increasingly authoritarian, leading to multiple HR complaints by both employees and customers. Working closely with the HR department, The Crisfield Group administered a 360 degree feedback process with the individuals team and facilitated the feedback session. In addition, a personal development and coaching plan was developed and implemented for a 6 month period focusing on leadership style and executive communication techniques. The result of the engagement was better self awareness on the part of the sales director, increased leadership style versatility, improved communication, and fewer HR complaints.

A Government Agency engaged The Crisfield Group to conduct a 360 degree feedback process with all of their department heads. They were concerned that various departments were cooperating, including some refusing to work with specific individuals. After gathering the 360 data, we delivered one-on-one feedback to each department head. The agency then engaged us to provide coaching to one individual who was deemed to be high potential, but had significant interpersonal challenges with many members of the staff. At the beginning of the coaching engagement we had the individual complete an Myers-Briggs Type Indicator (MBTI) assessment and a Thomas-Kilmann Conflict Mode Instrument. Using the results of the 360 feedback, the MBTI, and Thomas-Kilmann as a basis, we worked with the individual for 3 months emphasizing self awareness, interpersonal communication techniques, conflict resolution, and personal accountability. Following the coaching engagement the agency reported a 180 degree turnaround in the individual's behavior and peer relationships.