CHALLENGE: A larger company's VP and their top IT leadership team had never been in the same room before and were struggling to come together cohesively from a range of backgrounds; some were from acquired or sister parts of the organization, others were new in role and/or new to the company. Friction had started to seep in, and they were under pressure to perform with tight deadlines for their entire department in support of larger organizational goals.
SOLUTION: All team members completed Predictive Index Behavioral Assessments to gain insights into their natural work and communication styles. This data was instrumental in understanding the diverse personalities within the team, including their drives, needs, and areas where they might conflict with others. By mapping out everyone’s PI profiles, they identified key areas where conflicts arose and where complementary skills could be leveraged. Lazarus Learning then facilitated two workshops: first focusing on mutual understanding and respect for individual differences, then on aligning the team personalities to their strategic objectives, clearly seeing both strengths and gaps, then planning together to achieve their goals more quickly and easily.
RESULT: The data and supporting activities led to remarkable improvements in team cohesion and efficiency for our client. With enhanced awareness of each other’s work styles, team members learned to tailor their communication and collaboration approaches. The team was also able to see where their natural tendencies helped them lead critical organizational initiatives, and why they were taking on more than the department could manage; effectively getting insight into the need for proactively reducing potential burnout due to their leadership styles.
CHALLENGE: A mid-sized manufacturing company struggled with high turnover rates and poor job fit in their professional workforce. The hiring managers found it difficult to identify candidates who would not only excel technically but also integrate well into their fast-paced and demanding culture. Managers had never formally been trained in best practices of interviewing and hiring.
SOLUTION: Lazarus Learning helped the HR team implement Predictive Index Hire software, integrating it into their recruitment and selection process. The PI Behavioral Assessment became a standard step in their hiring protocol, allowing early insights into the behavioral drives and needs of potential candidates. This helped them predict workplace behavior and cultural fit more accurately than traditional interviews and skill tests alone could provide.
Key HR team members were trained on interpreting PI results through a workshop conducted by a Lazarus Learning. They learned how to match candidate profiles with the behavioral demands of specific roles within the company. For example, positions in marketing required high innovation and creativity, traits that were identifiable through the PI cognitive and behavioral assessments. This enabled them to effectively support hiring managers in making candidate choices.
All hiring managers participated in virtual workshops on best practices of interviewing and hiring, including the use case for PI, facilitated by Lazarus Learning.
RESULT: Our client saw a decrease in turnover rates and a significant improvement in employee satisfaction regarding job fit. The new PI-driven hiring process enabled managers to make more informed and confident hiring decisions, reducing the mismatch between job requirements and employee capabilities. Furthermore, the streamlined system led to quicker recruitment cycles and better team chemistry among professional level staff, as well as less stress and pressure on HR in supporting managers throughout the hiring process.
CHALLENGE: Two recently merged small businesses operated with distinctly different cultures; one's environment was formal and hierarchical, the other embraced a casual and collaborative work style. These differences risked potential conflict, employee dissatisfaction, and inefficiency. The integration team needed to ensure a smooth transition by aligning these divergent cultures, streamlining communication channels, and merging distinct operational practices without diminishing brand value that had been found attractive in the first place.
SOLUTION: Employees from both companies were asked to complete the Coefficient Solutions Survey, which evaluated various factors such as job satisfaction, operational values, communication effectiveness, and personal attitudes towards workplace culture. Working with the integration team, Lazarus Learning analyzed the survey data to identify cultural benchmarks and potential conflict zones between the two companies. This analysis helped pinpoint areas requiring the most urgent integration interventions.
Based on survey insights, targeted workshops were delivered to address specific areas of cultural dissonance and/or inconsistencies in practices. Employees from both companies were mixed in cross-functional teams that worked on integration projects. These teams helped facilitate understanding and collaboration through shared goals and responsibilities - and were further enhanced and empowered by using the Predictive Index Design tool for teams.
RESULT: Follow-up surveys were conducted quarterly to measure the effectiveness of the integration efforts and adjust strategies as needed. These surveys helped the company monitor progress and employee sentiment in real-time. As a result, there was a significant improvement in employee cross-cultural understanding and enhancement in operational efficiency across combined teams. The Coefficient Solutions Survey enabled them to effectively merge by providing a data-driven approach to managing cultural integration. Employee turnover decreased and job satisfaction scores rose, reflecting successful cultural and operational integration.
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