The focal point for this intervention was for the top 30 executives at this company. The executive leadership team represented the best lever for improving organizational results.
For two years in a row organizational performance had declined. The company was no longer listed as one of the best 100 companies to work for in America, its Employee Job Satisfaction survey results indicated a continued downward trend, and its ability to implement initiatives and execute effectively had slipped.
Some of “root causes” often mentioned were – the inability of top executives to listen, lead change, delegate without “micro-managing”, establish clear direction and priorities, inspire and reward worthy performance, and demonstrate core values