Use Cases & Results

The work, in detail.

A closer look at engagements across executive teams, high-potential talent, frontline leadership, and onboarding redesign — what was happening, what we did, and what changed.

REMOVING FRICTION TO ACTIVATE STRATEGY

Removing friction to activate strategy in an executive team.

Greg in conversation with two executives during a working session

Headline result

+40%cross-functional trust

The Challenge

A senior leadership team was operating under ambitious, high-stakes objectives but struggled with 'the fog of execution.' While the vision was bold, the actual goals remained nebulous, leading to cross-functional silos, interpersonal friction, and a lack of accountability. The team was working hard, but they weren't working together.

The Approach

We started with a deep-dive discovery of both what work was being prioritized and how it was being executed. By identifying specific structural and behavioral bottlenecks, we co-designed a series of high-impact working sessions focused on operational alignment, trust, and ways of working.

The Results

25% increase in goal clarity, measured through post-alignment assessments.
40% improvement in cross-functional trust based on standardized team effectiveness benchmarks.
Accelerated speed-to-market: the team reported a significant reduction in re-work and meeting fatigue.

ACCELERATING HIGH POTENTIAL READINESS

Accelerating high potential readiness in a global firm.

Greg facilitating a 'Reimagining Change' leadership session with a group of executives

Headline result

30%promotion rate

The Challenge

A global financial services organization did a stellar job identifying high potential talent, but fell short on developing them for what's next. How do you scale leadership development without losing the rigor, personalization, or cultural relevance required at one of the world's largest financial institutions?

The Approach

Identified the most critical skills to design and develop a flagship executive development program sponsored by the Operating Committee. The multi-month learning experience integrated coaching, storytelling, inclusive leadership, digital transformation, and team-based action learning.

The Results

30% promotion rate among executive development participants
90%+ skill application rate as measured by participants and their direct teams
Facilitator was consistently rated in the top 10% of all global faculty members

AIRLINE CAPTAIN LEADERSHIP PROGRAM

Captains command flights. Nobody taught them how to lead others.

Headline result

+19%communication & teamwork

The Challenge

Every flight, a captain leads a crew they've often never met. Despite this, no formal leadership development existed for captains at one of the country's most admired airlines.

The Approach

Using a data-informed design and development approach, The Leading Edge took flight — a first-of-its-kind two-day program combining 360-degree feedback, flight-specific Net Promoter Score data, personality assessments, live customer panels, and videotaped feedback activities. Everything focused on the behaviors that create exceptional teams and customer experiences.

The Results

Initial post-program assessments indicated a 19% average improvement across communication, teamwork, and culture metrics.
Greater focus and intention on cross-team collaboration and customer signature moves.

REDESIGNING ONBOARDING

From transactional to transformative onboarding.

Working session with post-it notes during onboarding redesign

Headline result

−20%90-day turnover

The Challenge

At a rapidly growing healthcare organization, onboarding was sufficient, but not efficient. It had become disconnected from the culture that made the organization remarkable. New hires were sitting through training that lacked inspiration and didn't reflect the reality of the work. Turnover at 90 days was real, and it was costing far more than anyone wanted to admit.

The Approach

A cross-functional initiative using Design Thinking mapped friction points in the onboarding journey, identifying the moments that mattered most to new hires, and ultimately led to the overhaul of the onboarding experience from the ground up.

The Results

50% reduction in pre-hire communications
50% reduction in onboarding time
20% reduction in 90-day turnover
95% involvement from managers and peers

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