Rebuilding bench strength through a 2-tiered career management program.
Results—Higher quality learning solutions with less courseware redundancy. Reduction in training
Developing the skills supervisors need to succeed.
Results—Estimated Return on Learning of more than 240 percent for all supervisors and more than 400 percent for manufacturing supervisors.
A complex organization streamlines its global approach to training.
Results—The unified core leadership development curriculum has been delivered to more than 11,000 leaders in 35 countries.
Rebuilding bench strength through a 2-tiered career management program.
Results—Higher quality learning solutions with less courseware redundancy. Reduction in training
Overhauling leadership training to align with organizational goals.
Results—Higher quality learning solutions with less courseware redundancy. Reduction in training
Better leadership and service skills to achieve national recognition.
Results—Two-percentage-point reduction in turnover. Presbyterian estimates that each point improvement in turnover is worth $1 million to $5 million in cost savings. The 90-day turnover rate decreased from 7 percent to 4.5 percent.
The best sales talent to drive continued growth.
Results—By completing the scale-up ahead of schedule, sanofi-aventis realized 15,578 additional sales days worth an estimated $15 million in savings to the company. New hires performed above historical averages on knowledge tests and role plays during training.
Developing future leaders to drive growth.
Results—Schwan filled a number of senior-level positions from the Acceleration Pool®, saving an estimated $3 million in external recruitment, assessment, on-boarding, and development costs.
Designing a leadership program to reinforce organizational culture.
Results—Programs have been delivered at various international locations, including France, Brazil, and Korea. Leaders completing the LSD program improved their ratings 25 to 33 percent in key leadership areas.
Putting leadership excellence at the heart of the strategic plan.
Results—“Leadership” is no longer one of the reasons for departure cited during exit interviews. Turnover decreased 6 percent, holding steady at 11 percent—nearly half the industry average. Turnover among the coveted nursing staff is in the single digits.
The skills leaders need to build a winning work environment.
Results—In an employee attitude survey, supervisor effectiveness ratings improved 17.2 percent in one year.
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