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Organizational
Group Facilitation
Coaching

Organizational

A ‘Fortune 50’ bank retained Jerry to lead a strategic management initiative to attract more diverse talent into its executive and management ranks.  Jerry served as an internal consultant working directly with the Executive Vice President of Human Resources, and supporting her clients, the 12 Line Executives in the Group.  The intervention was successful by both quantitative and qualitative measures:

• Over 85% of the executives and managers hired by Jerry this period achieved the initiative’s goals for diversity
• He designed and presented several training programs to the executives and managers in the Group, leaving them better informed about best practices in hiring, developing and retaining people of diverse backgrounds
• He created and introduced hiring toolkits to support the ongoing implementation of the training and best practices that were developed for the initiative
• Jerry developed significant relationships with internal and external stakeholder groups that continued to fill the Group’s pipeline with talented candidates from diverse backgrounds

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Jerry did foundational consulting work with an emerging biotech research company when it was a nascent organization to help it build its culture, develop its managers and teams, and manage the transition from a research to a production organization.

Working closely with the company’s leadership, and in particular one of its Founders who was also the Vice President of Organization Development, Jerry designed and led virtually the entire company through a series of workshops, and later coached Executives and Managers individually, and worked with them to facilitate the development of their teams.

The impacts of the series of interventions that Jerry facilitated were profound and measureable:

• Several years later the company had grown tenfold and had brought several innovative and life-preserving products to market
• It was able to develop and extremely attractive culture and has consistently been rated ‘Best in Class’ by the Denison Culture Survey

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Group Facilitation

The world’s leading Internet search company based in Mountain View, California, engaged Jerry to consult with several internal clients groups regarding their People Strategy and Development.
The Executive of a globally distributed and culturally diverse Sales and Operation team engaged Jerry to design and facilitate a multi-day offsite meeting to ensure the successful formation of her leadership team and introduce them to the leadership competencies of effective communication, collaboration and innovation.

• As a result of Jerry’s intervention, she reported that her team leaders were more engaged and able to leverage the tools they acquired during the offsite to work more collaboratively and creatively, with improved communication and minimal conflict in a virtual environment

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The Diversity Council within a leading educational organization had lost its momentum and direction and was struggling with its identity and mission.  The group’s leader was becoming increasingly disengaged from the group’s mission.  The senior Human Resources Executive retained Jerry to facilitate a series of meetings with the group and to perform leadership development coaching with the group’s leader.

• During the meetings that Jerry facilitated he helped the group find direction and energy by introducing the members to industry best practices in diversity and inclusion
• He then led the group through a series of exercises and discussions that empowered them to use this information to create a new governance and structure for the group, and even to change its name, which they had been discussing for several years
• Jerry also simultaneously coached the group’s leader on her development and ownership of the group.  During the final meeting that he facilitated, the group’s leader came forward to assert her renewed passion for leading the group
• The results of these interventions were acknowledged by the CEO in her quarterly message to the organization, stating that the group had adopted a new name, vision and plan that enabled to increase its influence and impact within the organization

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Coaching

An Executive at a ‘Fortune 50’ bank worked with Jerry to develop her capabilities in several areas – primarily in more effectively communicating, influencing and managing up and across the organization.

• Jerry performed a Myers-Briggs personality assessment and worked with his client to collect additional information via an informal 360-degree feedback survey that they developed together and she completed
• They used the assessment results and the feedback she received to identify themes, and design experimental behaviors that she could practice and apply to improve her performance in the developmental areas she had identified
• Many of the new behaviors required the Executive to go outside of her comfort zone and take risks, for which Jerry provided ongoing support
• The coaching program proved very successful:
  • The following year the Executive assumed greater responsibilities and a larger staff within her Group, and received the company’s highest employee recognition award for her group

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