Talent Management and Development Case Studies

Case #1

 

Client:

 

A $5Bn global services organization wanted to create an internally managed talent management and leadership development process for its high potential managers and project leaders

 

Working with the VP of Operations, VP of Sales, VP Management Services and VP of Human Resources The Crisfield Group developed a comprehensive leadership / talent management process for 1st line managers wishing to move to the director level.  Steven worked closely with the senior leadership team to develop a set of leadership competencies.  These competencies were used as the basis for developing selection criteria, a 9 month development process including monthly action learning activities, a multi-day simulation retreat and culminating in an assessment center.  Steven developed and managed each aspect of the program from strategy development – through the design and implementation of the assessment center.  At the conclusion of the program Steven provided each participant with a 20+ page assessment report, a detailed individual development plan and 60+ minutes of verbal feedback.  Within the first cohort, 70% of the managers were promoted to higher level positions within the first 24 months. 

 

Case #2

 

 

Client:

 

A global pharmaceutical company wanted to develop a talent management, leadership development and management training programs for all field and HQ based managers in their commercial organization.

 

In partnership with the VP of Operations and the Sr. Director of Global Management Development, The Crisfield Group conducted a comprehensive needs analysis across 3 business divisions and HQ.  The data from this analysis was presented to senior leadership with a strategy to design and develop a comprehensive talent management and leadership development program for field sales and commercial operations.  This strategy included working with an existing global competency model to identify, assess and develop future leaders in the commercials organization.  The strategy also included the identification of a cross functional coalition made up of senior leaders from each of the business units to act as a steering committee for the project.  The strategy included a comprehensive assessment progress, feedback mechanism and individual development planning process.  This program has been implemented for over 200 field managers to date.