CHRISTINE HASKELL, PHD

Culture Change

Partnered with the superintendent of a ~500-person trade organization set the stage for a culture turnaround. Collaborated with the leadership team to adapt norms and behaviors within the scope of the organization's core values and align these with a new business strategy or direction.

The Challenge

Help senior leader transition into the organization after internal changeover; partnered to develop a succession plan for organizational transition.

Help bridge talent generational talent gap (late career-early career) due to hiring freeze.

Skills Required

• 25+ YRS LEADER & MANAGEMENT EXPERTISE

• PMP and ICF (PCC) certifications

• MA & Ph.D. I/O PSYCHOLOGY

My Role

• SYSTEMS CONSULTANT

• EXECUTIVE COACH

• FACILITATION

leader outcomes

• Completed organizational assessment and established baseline measures for success.

• Completed individual 360 assessments and related goal-setting activities for a target group.

• 300+ hours of individual coaching and workshop-style intensives.

• Developed a workforce planning strategy and partnered with senior leaders to implement it.

• 15 Community of Practice activities related to accurate and appropriate measurement and tracking of individual progress, direct reports, and team performance.   

• 16 Weekly reflections/Leadership Discussion Groups: Powerful Questions, change management, Team Effectiveness.

business outcomes

• Developed and implemented 360 assessment instrument for 3rd party contractor (including end client and internal coaching resources).

• Developed of a rhythm of the business communications plan and consultation with staff on implementation for effective all-hands meetings.

• Developed leadership development program, including tools and content for weekly curriculum.

• Developed baseline culture playbook for leadership team as an inventory of key artifacts: organizational “personality”, values, story timelines, etc.

FLUENCY WITH DYNAMIC SKILLS DRIVES SUSTAINABLE CHANGE

Data can provide leaders with valuable insights, but what leaders do with that information still requires strong leadership. Whether developing smart communication systems, determining timing for decisions, or monitoring the status of complex systems, dynamic skills help leaders develop structures to formulate considered, impactful responses. 

Effective leaders learn to leverage the power of the many. To do this, dynamic leadership skills must be developed at every level of the organization. Contrary to reports that data will take over the world, human beings will remain very much at the center of the action.  

Sustainable systems are a byproduct of the technologies we choose, the decisions we make, the people we hire, and the vendors with which we collaborate.