These case studies are examples of how we’ve helped our clients. You may also like to read testimonials (what our clients are saying…).
Underwriting the Corporate Mission
Cardiac Hospital & Healthcare
Client Challenge: The client was experiencing a number of issues in each of the nursing units within the entire hospital. The top two concerns were:
- The challenges inhibiting peak performance was the lack of trust in the director level staff with finger-pointing and blame behavior rather than sharing actions for resolution; and,
- Each team practiced their own vision of the hospital’s mission statement as they interpreted it and their practices of it changed from day to day
Our Solution: In our program, we conducted pre-assessments of each nursing department to uncover why trust had broken down, to eliminate the use of ‘control’ and blame language to build the foundation of trusting communication, and to assist each team in the creation of their supporting ‘vision’ to accomplish the value statements of the hospital.
Their Results: At the conclusion of the programs, the client had a sustaining model for each department of the hospital to recruit, retain, and conduct relationships with fair process of engagement. This model was so successful, it was inducted into the departments of the pharmacy, admissions, emergency room, and the executive board. As an unanticipated success, our coaching programs with the surgical teams gained a sizeable donation to the hospital’s Foundation after only one month!
Multi-cultural Integration
Assisted Living & Skilled Nursing
Client Challenge: The client owns and administers a statewide suite of independent, assisted living, and skilled nursing facilities. In all of their locations, they had a mix of cultural groups serving past generations of residents that were principally complaining that the staff did not listen to their requests or respect them. Consequently, a large portion of the residents chose to move to other community living facilities; and, key staff was also departing at alarming rates.
Our Solution: We performed a cultural appraisal of the staff’s cultural groups and their core values on aging. Subsequently, we measured the resident population for the same value structure and their expectations of the staff’s conscientiousness, beyond the defined positions they filled. We created a year long program that assisted the residents in their understanding of the cultural perspectives on treatment for the elderly from the cultures currently serving them. Additionally, part of this program was for the staff to understand the social values and response behaviors of WWII and the Silent Generations of how those values were expressed in their language use.
Their Results: After 6 months of both concurrent programs, tenant departures fell to 3% of the total population in 11 communities. Employee retention was at its highest in 3 years. The integration of all cultures progressed into the creation of an Appreciation Month for all of the communities, endorsed by the corporate owners. For one month each year, all ethnic groups were celebrated with music, food, and activities from both the residents and staff.
Leadership in a Multi-Generation Workforce
State Department of Labor
Client Challenge: This agency provides employment statistics, worker job referrals, information on employment-related regulations, training, and regulatory compliance rules. They had hired graduates of Generation Y and they ended up supervising the veteran workers. Their needs were how to provide a coaching leadership for the mix of the four generations in their workplace.
Our Solution: The diverse perspectives, motivations, attitudes and needs of the four worker generations changed the dynamic of this employer’s labor force. With our assistance we helped the department capitalize on the diversity and skill sets of all of the age groups, as well as establish a team-oriented environment with a more balanced style of leadership. The leadership of this century is a combination of earnest employee relationships and internal meaningful achievement.
Their Results: The department leaders knew the value of a diverse workforce would flow over into satisfying state wide customer demands, impact the standardization of their delivery processes of a disparate customer base; and enhance or break their public image as well. After a year program, they were able to sustain a new positive work culture, construct opportunities where the team’s expertise was visible internally & externally, maintain consistent communication between team members and other department leaders; and, acknowledge the achievements of individual members.
Read Testimonials for Walks Beside Coaching and Consulting.
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