Results We've Achieved with Our Clients
Petrochemical Organization Undertakes Leadership and Culture Initiative
Fast Growing Pharmaceutical Sales Organization Doubles in Size, Evolves Its Great Culture
Fast Growing Pharmaceutical Sales Organization Doubles in Size, Evolves Its Great Culture
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.
Fast Growing Pharmaceutical Sales Organization Doubles in Size, Evolves Its Great Culture
Fast Growing Pharmaceutical Sales Organization Doubles in Size, Evolves Its Great Culture
Fast Growing Pharmaceutical Sales Organization Doubles in Size, Evolves Its Great Culture
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.
Achieving Breakthrough Safety Performance on Major Plant Turnaround
Fast Growing Pharmaceutical Sales Organization Doubles in Size, Evolves Its Great Culture
Strengthening Leaders to Better Engage the Workforce Virtually During the Pandemic
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!!!
Strengthening Leaders to Better Engage the Workforce Virtually During the Pandemic
Strengthening Leaders to Better Engage the Workforce Virtually During the Pandemic
Strengthening Leaders to Better Engage the Workforce Virtually During the Pandemic
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.
Achieving Greater Alignment Across the Global Enterprise
Strengthening Leaders to Better Engage the Workforce Virtually During the Pandemic
Improving Collaboration Across a Complex, Geographically-Spread Organization
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.
Improving Collaboration Across a Complex, Geographically-Spread Organization
Strengthening Leaders to Better Engage the Workforce Virtually During the Pandemic
Improving Collaboration Across a Complex, Geographically-Spread Organization
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.
Reconnecting Leadership & the Workforce
Petrochem Organization's Leadership & Culture Initiative to Reconnect Leadership and the Workforce
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:
- Visioning the future leadership culture.
- Identification of models and modes of delivery.
- Design and delivery of highly engaging workshops for over 1200 employees.
- Consistent attention on real conversations to address workforce dissatisfaction directly and openly.
- Every session included opportunities to dig deeply into challenges and perceptions, both with peers and with senior leadership.
Key Results:
- Every employee was brought into the process, from executive to hourly level. No-nonsense conversations were conducted in every session addressing the tough questions and confronting inconvenient truths.
- Participant evaluation surveys were conducted and were strongly positive throughout the year of delivery.
- Executive sponsors assessed the program as a game-changer for the organization’s future.
- The program has been held up as a model for similar interventions at other company sites around the world.
Grow Fast, Create an Awesome Culture
Fast Growing Pharmaceutical Sales Organization Doubles in Size, Evolves Its Great Culture
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:
- Visioning the future state.
- Culture & competency definition.
- Hiring & on-boarding design & implementation.
- “One Tribe” integration event & celebration.
- Seasoned leaders recounted the history of the organization while soliciting the active involvement of others to create a “shared story” of their successes, challenges and occasional setbacks.
Key Results:
- The people hired truly fit the culture and competency-needs of the company.
- Throughout the process, teams built and strengthened relationships, assessed national and regional market conditions, and developed new and improved sales strategies and approaches.
- The immediate and ongoing results of this process speak for themselves - after the core event, they experienced and sustained their most successful product launch to date.
Achieve Safety Performance Breakthrough
Achieving Breakthrough Safety Performance on Major Plant Turnaround
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:
- We conducted interviews and focus groups with client-side leaders and field workers to establish and tune the key messages.
- A client/consultant team developed and vetted a full-day training program with applicable content and rich multimedia assets.
- We managed the design and delivery of the $1.5M program.
- As context changed, adjustments to the design and delivery were made rapidly and smoothly throughout.
Key Results:
- 600+ Business Partner Leaders were introduced to cutting edge Safety Leadership concepts and methods.
- Organizational leaders demonstrated deep commitment to the safety and wellbeing of the turnaround workforce.
- Participant surveys as well as informal comments were highly positive and indicated game-changing impact.
- The Turnaround was completed with excellent safety performance (Goal Zero Achieved!) despite the additional challenge of working under pandemic conditions.
- This “Next-level Safety Leadership” approach has now spread across the region as these business partners work with other organizations, and it is now held up as a model for similar safety culture and leadership interventions.
Improving Engagement - Virtually
Strengthening Leaders to Better Engage the Workforce Virtually During the Pandemic
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:
- We conducted interviews and focus groups with agency leaders to gain “real-time” understanding of the leadership challenges and cultural dynamics.
- A client/consultant team developed and vetted the monthly, six-month engagement and highly interactive development program.
- Two mid-term reviews helped us adjust content and delivery structures to shifting circumstances.
- Measurement of leadership impact and culture at the close of our activities showed strong, positive results and, in some areas, preservation of their strong culture and in others, significant advancements in desired culture trends.
Key Results:
- Soon after we began the project, our working group identified that leaders throughout the organization needed a more unified, value-aligned, and “servant leadership” leadership approach. Our process delivered this result.
- Employee engagement vastly improved as well as measures of “trust in leadership” and “better overall support.”
- The results far exceeded everyone's expectations, and proved we can build a strong, agile culture ... virtually.
Aligning Across a Global Enterprise
Achieving Greater Alignment Across the Global Enterprise
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:
- We conducted interviews and focus groups using our experienced global network in over 30 countries in under three weeks.
- Through live and online facilitated exercises, leaders vividly imagined themselves and the organization two years into the future, and they realized that significant change, both personal and organizational, was needed for them to realize their collective vision.
- Leaders explored what was necessary to close the gaps and formulated goals for the immediate future.
- Leaders were challenged with the key questions: How will I change now? What support do I need? What action steps must I take to ensure personal and organizational change?
Key Results:
- The leadership team developed a common understanding of the future vision and the kind of company they wanted to create.
- Leaders also anticipated and planned for the opportunities and threats to their success.
- They were then able to scan the difference between their current reality and their vision of their ideal organization and created an immediately executable plan to close the gaps.
- Through this process, leaders realized that they themselves, under stress conditions, had acted as barriers to change.
- They developed their own change capabilities and knowledge.
Improving Collaboration - Globally
Improving Collaboration Across a Complex, Geographically-Spread Organization
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:
- C2T Taskforces were established in six functional areas, and each was led by a full-time managing director, supported by an experienced change and leadership development consultant, and staffed by experienced people from across the company.
- Taskforces were focused on building relationships across the businesses and on specific core business areas where significant opportunities existed to create greater value through working more collaboratively.
- We developed customized training programs that focused on team and relationship building, dialogue and involvement processes, diagnosis, solution development, and implementation planning.
- Measurement of intervention results showed profound improvements in collaboration which were sustained after the 6-month, 1-year, and 2-year pulse checks.
Key Results:
- In a one-year period, the C2T Taskforces underwent significant capability development; these people/capabilities have been brought forward to support projects beyond the C2T effort.
- It was recognized early that the C2T Taskforces had already succeeded where previous efforts had struggled - they uncovered formerly unknown gaps in understanding between the corporate center and field operations, and they successfully engaged newly acquired operations when previous efforts to do so failed.
- Taskforces helped "heal the wounds" left by years of M&A activity; they succeeded in fostering trust amongst leaders of the major business units. While one part of a comprehensive change strategy, data suggests that the speed and quality of decision-making improved measurably across the organization and across levels.
- C2T Taskforces continued to have a positive impact - for nearly half a decade since project launch - on the company's ability to improve operations, build relationships and trust, and create value that directly hit the bottom-line.