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Priyanka Ghosh shares a case study on leading an executive team coaching and development program.

SITUATION

The Middle-Eastern unit of global energy company was facing a challenging period due to a slump in the business cycle combined with frictions in its Leadership Team. As the Middle East business had grown, the Leadership Team had expanded to reflect the broader set of service lines and increased levels of functional support. Most of the new members had joined from outside the company. They were not accustomed to the company’s culture or ways of doing things. Furthermore, they were scattered across numerous countries in the region. ProMelior was asked to uncover why the Leadership Team was not living up to its full potential and to drive a program of individual and team coaching to improve business performance.

DIAGNOSIS

To gain a robust picture of the leadership team, both as individuals and as a team, ProMelior conducted a thorough set of diagnostic analyses. For each executive, we conducted 360-degree feedback surveys and administered various psychometric tests. We also conducted in-depth ‘Life-line interviews’ in which we explored how the individuals had made important decisions in their lives. By triangulating the various sources of information, we built up a detailed picture of ‘what made each executive tick’ and their observed behavior patterns in business situations. We also observed the Leadership Team in action during a variety of meetings to understand how they discussed issues, managed conflict and made decisions.

Through the diagnostic analyses, ProMelior generated several important insights. First, the psychometric testing and Lifeline interviews showed clearly showed that most of the Leadership Team members were ‘amiable’ vs ‘analytical’ people. In other words, they valued being liked and maintaining harmony over analyzing issues and pursuing the ‘truth’. As a result, the Leadership Team rarely analyzed the company’s strategic challenges and tended to avoid open conflicts between team members. Over the long-term, however, these behaviors led to a growing set of unresolved issues which elevated interpersonal tensions and created operational gridlock. Second, the Leadership Team held very unstructured meetings without clear agendas or robust time management. Not surprisingly, the meetings tended to meander on detailed operational issues without addressing the key strategic or organizational challenges of the company.

Key points include:

• Leadership team insights

• Building the coaching program

• Service lines and functional support

Access the full case study on Promelier.co.uk.