A petrochemical processing organization retained the Metatropia team to design and orchestrate a leadership and culture intervention touching every level of the immense and complex manufacturing site. The results were profound and sustained over time.
A fast-growing pharmaceutical sales division retained Metatropia to design and orchestrate a culturally-energizing strategic alignment and team integration process. The "One Tribe" process has become a model for other firms.
Metatropia developed and delivered a series of intensive workshops to transform safety leadership among business partner supervisors and managers on a plant turnaround. Goal Zero achieved!!!
During the pandemic of 2020, Metatropia delivered virtual, highly-interactive workshops that successfully prepared leaders to engage employees at all levels and achieve phenomenal results in challenging times. The results far exceeded everyone's expectations and proved we can build a strong, agile culture ... virtually.
As a new team was forming in the leadership ranks of a global consumer products company, it became quite apparent that the new leaders did not share a common mission, vision, and values. Metatropia helped them discover why and engaged leaders at all levels to align around new strategic imperatives which allowed them to enact shared values down to KPIs that are still driving their ongoing success.
The Collaborate to the Top (C2T) initiative succeeded to deliver on the objective of establishing our client’s position as a pre-eminent diversified mining company. C2T was about creating strategic to behavioral alignment across the organization, building trust and strong relationships from top to bottom, and identifying opportunities in the core business areas where they could create value and build competitive advantage through working collaboratively.
The Goal:
An established and profitable petrochemical processing organization retained the Metatropia team to design and orchestrate a leadership and culture intervention touching every level of the immense and complex manufacturing site. Through internal surveys, the organization had come to realize that low employee satisfaction and poor engagement was an existential threat to continued business success and identified the need to profoundly alter their team and leadership practices. A key element of the site-wide intervention was a profoundly engaging and interactive series of workshops that re-connected participants with historically-sourced core values and crucial behavioral expectations, while also serving to rebuild trust across the site and hierarchy.
Our Role:
We led the senior team in defining the desired culture and identifying the leadership models and delivery mechanisms that would help to facilitate the change. Metatropia also provided highly skilled facilitation and coordinated with technical, media, and event staff to ensure exceptional quality of experience for the participants. The consistent message conveyed in the content, design, custom-designed facility, and the whole team investment of time and attention was to say, “This is something new and different and as an organization we are committed to this change.”
The Process:
Key Results:
The Goal:
A fast-growing pharmaceutical sales division retained Metatropia to design and orchestrate a culturally-energizing strategic alignment and team integration process. The organization was about to double in size and it was critical that new and existing sales leaders and sales representatives rapidly integrate within this highly relational, yet disciplined culture. With a great sense of urgency due to the imminent launch of a new blockbuster drug, a flexible, aligned, and fully functioning sales team was an absolute necessity.
Our Role:
We helped the senior team define the culture and the differentiating leadership competencies - and aligned these with their short and long-term goals. We orchestrated hiring, on-boarding, and team development at all levels. The project highlight was the planning and facilitation of a strategy, alignment, and team-building event, which took place on an indigenous people's reservation in the American Southwest.
The Process:
Key Results:
The Goal:
Develop and deliver a series of intensive workshops to Transform Safety Leadership among Business Partner supervisors and managers on a plant turnaround. Create a high-impact experience, through content, delivery and facility design clearly conveying the idea that “this is not business as usual” and showing the commitment to breakthrough safety leadership and performance.
Our Role:
We worked with client partners to design a program (content, delivery modes, and learning environment) tailored to their objectives. Our Metatropia team provided expertise on Safety Culture and Leadership at a field supervisor level to ensure powerful impact from the program. We then worked in collaboration with local resources to deliver the program to over 600 contract supervisors and managers.
The Process:
Key Results:
The Goal:
During the pandemic of 2020, Metatropia was challenged by a state government agency to create a series of virtual, highly-interactive workshops to successfully prepare leaders to engage employees at all levels to deal with specific system issues while enhancing leadership capability and the culture in these challenging times.
Our Role:
Our Metatropia team collaborated with our agency partners to design a multi-element program (content, delivery modes, support technologies, and learning environment) tailored to their objectives. We surveyed a stratified sample of employees at all levels using engagement and culture measures which help to guide the development of content, technology, and workshop structures. Over six months and with a monthly rhythm of customized activities supported by “app-based” communication and personal development resources, we engaged over 600 people in a phenomenally successful leadership development and culture change process.
The Process:
Key Results:
The Goal:
As a new team was forming in the leadership ranks of a global consumer products company, it became quite apparent that the new leaders did not share common mission, vision, and values. To find out why, everyone needed a thorough understanding of the rational, structural, relational, and emotional reality of the organization.
Our Role:
We conducted integral inquiry interviews that derived key themes about their current reality and about the shared lessons learned and the keys to the organization’s success in the previous year.
The Process:
Key Results:
The Goal:
The Collaborate to the Top (C2T) initiative was formed with the objective of establishing our client’s position as a pre-eminent diversified mining company. C2T was about creating strategic to behavioral alignment across the organization, building trust and strong relationships from top to bottom, and identifying opportunities in the core business areas where they could create value and build competitive advantage through working collaboratively.
Our Role:
Metatropia was called upon to help them create a collaborative organization based on trusting relationships that help to embed and systemize leading practice across the organization.
The Process:
Key Results:
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