Personal Development Planning (PDP) program

Personal Development Planning (PDP) program

Context

  • Engaged by the SVP, Global Business Services of a Fortune 500 BioPharma to design a development program for operations managers across different geographies, aimed at fostering more self-directed growth
  • This pilot program, a first-of-its-kind’ initiative, was to help managers kick-start their personal development plans, combining self-assessment, career and skill development, and “coaching-lite”
  • The managers, in similar roles but across diverse countries and cultures, were stepping into new leadership positions within a shifting business and leadership landscape.

Solution

  • Self-assessments and 1:1 meetings to identify strengths & development opportunities within the context of changing business roles
  • A group workshop to discuss business objectives, leadership traits for success, common challenges, and peer support
  • Action planning and 1:1 business coaching to advance individual development priorities, along with the creation of a peer support network.

Results

  • Enhanced self-awareness of strengths and development areas, enabling more focused and effective personal growth and increased accountability
  • A stronger peer support network, providing ongoing collaboration, feedback, and shared problem-solving across geographies and cultures
  • Increased confidence in the ability to influence.

Cross-Functional Team Effectiveness

Cross-Functional Team Effectiveness

Context

  • Engaged by the VP, R&D IT a Fortune 500 BioPharma as a facilitator to a cross-functional leadership team comprised of IT, manufacturing, data analytics, and regulatory affairs groups tasked with driving more efficient and effective approval processes
  • Two of the teams had seemingly conflicting objectives which had led to major friction and limited progress. One was focused on streamlining the process (efficiency) and accelerating approval timelines, another had the goal of collecting more and more frequent data to gain insight (effectiveness).

Solution

  • Individual meetings with every team to understand the driving forces behind their objectives
  • Establishing agreement on overall priorities for the group
  • Bringing the group back together to prioritize objectives and obtain consensus aligned with short-, medium-, and longer-term goals.

Results

  • A shared understanding of each team’s objectives and an appreciation of their value, helping to remove major obstacles to collaboration
  • A clearer decision-making framework for prioritizing objectives and taking action
  • Alignment of objectives, balancing efficiency and effectiveness, improving team performance and overall team health.

Global Business Partnering Program

Global Business Partnering Program

Context

  • Engaged by the SVP, Global Head of Data Analytics of an Innovative Medicines Company, to design and deliver a Business Partnering Excellence Program, including roll out to leaders and managers across the Americas, Europe and Asia Pacific.

Solution

  • Collaborative design work with the leadership team, including surveys and interviews, to identify and agree the partnering skills most relevant to meeting the organization’s objectives, which included empowerment, constructive conflict, and influencing skills, such stakeholder management and emotional intelligence
  • Developing an interactive skills-based workshop that included polls, case studies, theory and practical exercises to maximize engagement
  • Delivery of the workshops to 200+ managers worldwide.
  •  

Results

  • A scalable process and program to cost-effectively deliver leadership education to a large audience
  • Increased manager confidence and ability to form effective business partnerships across the Americas, Europe, and Asia Pacific
  • Enhanced leadership skills in empowerment, constructive conflict, and influencing.