A support team within a global manufacturing business needed to ensure that cross-functional stakeholders were engaged and supportive of their various activities. The team engaged CN Consulting to help construct an agenda with targeted activities and subsequently facilitate their Planning Day.
Although familiar to all involved, as an external facilitator I was able to ensure that all parties contributed and that any irrelevant issues raised could be effectively 'parked' without harming inter-departmental relationships. Most critically, the objectives of the day were met.
An IT Executive believed that he was too busy doing his job, to do his job better. With the objectivity of monthly coaching sessions he was able to better capitalise on previous learning, to gain much greater leverage from his strengths, to delegate more effectively and communicate more clearly with all relevant stakeholders.
PROJECT LAUNCH FACILITATION
A Sydney based manufacturer had experienced operational issues and high staff turnover. With the arrival of a new team, a project was launched to rectify issues and achieve stretch targets for the business. CN Consulting was engaged to facilitate the project launch, enabling the very new project leader to communicate the new direction and to gain commitments to the process.
A well respected Manager was reporting to a disengaged and vocal Senior Executive. Monthly coach sessions allowed the manager to deal with the negative and to focus her energy and activity to best effect. Through coaching he improved his department's reputation with the broader business, raised his own profile among the executive team, ensured a buffer between the disengaged senior manager and the department below them. When the senior executive departed the business, the Manager was promoted to the executive team.
The student support group of a Victorian University ran a forum on Women in Business. Along with a retired EEO Chairman and 2 other business leaders, I was asked to participate, particularly to provide a careers perspective.
A service industry Managing Director had begun to doubt the direction for her next career move. I was engaged to assist her with both assessment and career coaching, in order to explore alternative options. After a period of interim work in which she took a role that paid well for her current skill set but that allowed flexibility for study, she then secured work at a senior level in her new, ideal industry.
An FMCG business restructured their management team and I was engaged to provide outplacement support to a manager who was nearing retirement. While he initially expressed serious concerns as well as a lack of certainty about his future direction, within 3 months he had considered a variety of alternatives and secured a new role at a level that suited him.
JOB SEARCH TRAINING
A leading professional services organisation needed to grow their client base with enhanced training solutions. I was invited to design a course on the relevance of MBTI in job search.
A 'household name' business with franchises across CBD and regional areas of Australia noted that recruitment was a core challenge, almost universally. Many businesses found it hard to attract people, while others made poor hiring decisions. While business owners preferred to use 'gut feel' to decide on the best-fit candidate, they wanted some robust recruitment process supports. Per recommendation I was engaged to create a set of Job Descriptions with an accompanying Interview Guide and Decision Making Matrix for each of the typical roles in a franchise. This resource has ensured a more thorough, more objective, simpler and more legally defensible hiring model.
GENERALIST HR SUPPORT
A global franchise business with national Australian footprint had a solid Training & HR Support offering for franchisees, but felt that it was underutilised. I was engaged to produce a series of monthly articles relevant to the HR related issues of the franchisees, in plain language. The articles were timed to draw attention to programs being run from head office.
A services business was looking to improve the effectiveness of workflows in a particular team. CN Consulting was engaged to conduct MBTI assessments and then to facilitate a Team Building Day, incorporating both MBTI and purely-fun activities, to improve the connection between team members and improve collaboration.
A global service provider based in Australia had a functional support team spread across 14 different countries. The geographical spread led to challenged in terms of business culture norms (eg in some locations "yes" meant "yes I understand you want something from me", but not "yes I'll do it"); additionally the time differences made communication and developing rapport with colleagues more difficult. Communicating a simple request via email could take 4 days to get an answer, because of clarifications and time differences. The team was brought to one location and CN Consulting was engaged to facilitate a team building day that shared the strategic direction of the business, improved relationships and secured ownership of key steps toward the strategic goals.
BUSINESS SKILLS TRAINING
A number of faculties within a TAFE Institute recognised that presentation skills were of critical importance to graduating students. CN Consulting was engaged by the group to design and facilitate a workshop that would cover appropriate conduct, language and attire for the workplace.
GENERALIST HR SUPPORT
A Global 'household name' manufacturer and sales business provided an intranet portal to its Australian business offering HR Support. I was engaged to audit the breadth and quality of their offering, then to make recommendations on best practice additions and amendments. I was subsequently engaged to coach the HR administrator on making some of those changes and to update and/or construct other pieces of their offering.
A business support network servicing regional Victoria identified that people management was a key challenge among members. They engaged me to run a series of workshops in regional centres on Employment Branding, on Catching the Attention of the Right Target Audience and on Tips for Recruiting Effectively.
A highly successful team was identified as becoming run down and at risk of disillusionment. CN Consulting was engaged to facilitate an activities-based team-building day that leveraged both the team's creativity & the business' core product. Key stakeholders determined the day to be a great success.
The Australian Arm of a global 'household name' manufacturing business had acquired a number of small businesses across Australia. They faced a range of legacy pay arrangements that frequently conflicted with head office arrangements as well as legislation. The business engaged CN Consulting to investigate what was being paid, to locate employment contracts and to document discrepancies between current arrangements and relevant awards.
A global franchise business, through its employee engagement program, identified a level of dissatisfaction among employees in relation to development opportunities. While pathways existed, they were not being communicated. I was invited to design and facilitate leadership and development training across Australia to better equip managers with leadership and coaching skills. The training provided tools and practice opportunities, so that participants could be better able to have development conversations with their teams.
An entrepreneurial financial services business in rapid expansion was struggling to recruit the number and quality of people needed to meet business demands. The existing team members were highly successful specialists in their field. Their skill was performing the job, not selling the job to others, or determining which applicant would be best suited to the next vacancy. I was engaged by HR to provide full-day recruitment training for all line managers, from the MD down, who would be exposed to recruitment.
A state government organisation was relocating to a new city. I was engaged to provide career workshops on Change, Resumes and Interview Skills, to assist both the employees who would stay with the business and those leaving, through the transition. This helped minimise the impact on people and therefore also on business output.
A sound engineering graduate in his mid-20's came to see me having never been able to secure work or even an interview in his chosen field, despite many hundreds of applications over 5 years. Within 5 weeks of commencing career coaching, having worked on his resume, networking and interview skills, he had secured a position working on a locally produced movie with one of his dream employers.
A pharmaceutical business promoted a high performing specialist to a team management role. The individual was struggling to apply management techniques and had particular challenges both with 'managing up' and managing some direct reports. I was engaged to coach the individual monthly, enabling her to practically apply leadership skills and to be cognisant of what worked and didn't work, to correct her style along the way and learn from her experiences.
A highly respected marketing team had divergent targets and only one resource pool with which to achieve them. CN Consulting was engaged to facilitate their brand strategy process, ensuring a collaborative and 'on track' output.
A highly successful manager in a large business had begun to lack enthusiasm and energy. Initial assessments indicated that her reputation was outstanding, but that her confidence was very low. This was impacting upon her team and the department's output. It was quickly discovered that a particular work incident had had serious impact. With regular coaching the manager broke the cycle, putting processes into place to regain focus, momentum and confidence.
An FMCG Exec had become disillusioned and frustrated with the business and this was having an increasing impact on both his immediate and the broader teams. Objective assessments provided a reality check for him, then career coaching allowed him to identify that his career aspirations were best served outside of the business. The culture internally had changed over time and was no longer an ideal fit for him. He had previously tried unsuccessfully to secure external roles but with career coaching he was less negative and better able to articulate what he could offer and what he wanted to do next. Short term he emitted less negative energy to the broader business due to his renewed focus, while medium term he exited the business on favourable terms.
A medium-sized local manufacturer experienced significant loss of business due to change in government policy and needed to halve their workforce overnight. I was engaged to provide group outplacement services for factory hands, incorporating workshops on resumes and interview skills, in addition to 45-minute 1:1 career coaching onsite, over a 2-week period.
JOB SKILLS TRAINING
A regional TAFE Institute found that business graduates were finding difficulty converting their qualifications to jobs. CN Consulting was engaged to design and facilitate a full day training workshop on Resumes, Networking, Presentation and Interview Skills. This workshop was run 3 years in a row.
A global pharmaceutical business had an Australian subsidiary based in a regional location. The regional centre was known for losing professional talent to the larger cities and overseas. I was engaged to recruit an executive role. This campaign incorporated a global strategy, along with activities noted as innovative by industry leaders, in order to attract the attention of candidates who were not actively looking for roles and certainly not in that location. The placement was successful for both parties and the associated branding was considered of benefit to both the business and the town.
The HR Manager at an entertainment business group found that the HR Team was too under-resourced to support both recruitment and generalist HR support needs of the business. CN Consulting was engaged to design and facilitate recruitment training, a 1-day program for all managers exposed to the hiring process.
CAREER SKILLS TRAINING FOR REDEPLOYMENT
A national Australian service provider had a large number of employees nearing the end of a major project and feared disengagement and major staff losses. I was invited to run a series of workshops that helped employees define their skills and interests, then to network for new opportunities internally and to effectively market themselves for those opportunities. The training resulted in a sharp increase in the number of applications for internal positions and a reduced loss of knowledge and skill from the organisation.
JOB SKILLS TRAINING
A leading Australian University identified a challenge among international MBA students finding difficulty securing work locally. I was engaged to run Secure the Job Workshops. Students resumes changed dramatically as a consequence of the workshop, as did their approach to securing work.
An Australian business was rapidly expanding through Asia, the Americas, Africa and Europe as well as Australia. Operations staff were at capacity and there was no HR support in emerging countries, CN Consulting was engaged to coordinate recruitment activities remotely for international leadership roles.
A financial services business was relocating a function overseas. I was engaged to provide outplacement services in the form of resume and interview training as well as one on one support for employees exiting the business.
A high performing executive had become disengaged and was identified as a flight risk. I was engaged to coach the individual on the basis that it may in fact speed up that employee's departure from the business. As a result of assessment and career coaching the individual decided to pursue a long-harboured passion for a hobby outside of work, negotiating a slight change to work structure in order to do so. The employee was invigorated and far more engaged and the business retained key talent.
A senior lawyer had become highly dissatisfied and disenfranchised by some well-intended but poorly communicated assessments-for-team-building. As an objective support, I was engaged to coach the individual through a change process. She was subsequently able to fully capitalise on the assessments, gaining much greater leverage from the strengths she'd previously been unaware of.
A finance executive felt that his leadership style could be more effective. After an initial assessment piece to establish an objective reality, we commenced an 18-month coach program. Over this time the executive was able to make a significant impact on his relationships with manager and colleagues, in addition to being more communicative and appropriately transparent with his direct reports.
The local arm of a global manufacturer identified a need to provide professional development support to senior leadership. The development needs were diverse and somewhat ill defined, so formal training was inappropriate. I was invited to assess and coach a number of the executive team and subsequently the management team.