CASE STUDIES

What challenge did the client want Alba to address?

The R&D leader in one of the top food processing companies in the world had two job positions.

Why did the client have this challenge?

The client’s high competence drove the organization’s senior leadership decide to assign two critical roles – Research and Development plus Quality.

The Solution:

The initial coaching program was focused on strategy and communication. During the very first session, Alba challenged the leader to reflect on situations and behaviors and determined that it was important to focus on self-confidence and imposter syndrome as the foundation for the other goals. The coaching plan centered around increasing confidence and becoming more strategic.

The first engagement was for four months and because of the satisfaction with the results it got extended an additional full year.

How did Alba’s solution solve the client’s challenge?

Within a couple of months, the leader was promoted to Director of Quality for Latin America and there was a seamless hand-off of the R&D role and responsibilities.

What benefits did this client immediately see because of her work with Alba?

Increased confidence demonstrated through more assertive communication. Staying out of the weeds and being a more strategic leader with more delegation to the larger team.

What benefits should this client see over time because of her work with Alba?

Continued focus on self, staying confident and assertive to positively impact and have tremendous ripple effect on the team and stakeholders.

What challenge did the client want Alba to address?

The IT Director in the oil and gas industry was given the unprecedented responsibility of creating a new business unit for the organization, mainly focused on innovation.

Why did the client have this challenge?

Senior leadership made the selection based on the performance and potential, they needed to see the unit up and running to engage the organization and get their buy-in. The client had a brand identity related to IT and needed to expand and pivot towards the innovation space. The new responsibility required becoming more strategic to develop the vision and strategy as well as building new relationships internal and externally.

The Solution:

Alba conducted a series of 360 interviews with different stakeholders and integrated the Hogan assessment and Gallup StrengthsFinder data to design a coaching plan that would transform the leader into someone who could get out of the weeds and focus on bringing the outside-in and future-back.

What was the timeline?

The coaching engagement was one-year program. The client and the stakeholders started noticing the behavioral changes and business results within the first 3 months.

How did Alba’s solution solve the client’s challenge?

The leader stepped out of the comfort zone to create a vision and develop a strategy to rally the team and the organization into something that had never been done within the traditional process-focused mindset and approach.

What benefits did this client immediately see because of her work with Alba?

As a result, the team overdelivered all the financial targets and launched initiatives as solid competitive advantage. For this transformation to take place within the company, the leader had to self-transform first through increased emotional intelligence and improved strategic focus.

What benefits should this client see over time because of her work with Alba?

The importance of strategic thinking, building relationships, and delegation. Towards the end of the one-year engagement, the client was recognized and given a new responsibility in the operations side of the business. And decided to engage Alba once again to help with that new transition.

What challenge did the client want Alba to address?

A Senior Vice President was promoted to President of a Hospital and Regional Leader for multiple healthcare organizations. While transitioning to a larger scope of responsibility, this executive was struggling with being more strategic, figuring out the new role, and working for the board of directors.

Why did the client have this challenge?

The client had a lot of breath and depth of experience and was overusing the strengths of what got her to the new role. Also, the complexity of working directly for a board for the first time.

What was the solution?

Alba launched a customized coaching engagement programs with 360 interviews to identify growth opportunities. Co-created a coaching action plan which included coaching sessions, experimentation, observation during team meetings, readings, reflections, and going out of the comfort zone.

What was the timeline?

The coaching engagement was for one year and the client, the team, and the board started seeing behavioral changes and business results within 3 months.

The Benefits:

How did Alba’s solution solve the client’s challenge?

Following the coaching engagement, the client, team, board, and sponsoring organization saw the growth, enhanced communication, and executive presence which also played a crucial role as the COVID-19 pandemic emerged. In the client’s own words “Alba’s support and direct feedback really helped limit my stress during adapting to a new role and working in the new normal of a global pandemic”

What benefits did this client immediately see because of her work with Alba?

The coaching provided the client the support during the stressful time that is COVID-19. Alba was a great sounding board and without necessarily providing advice, she asked probing questions that allowed the client to think about things from different perspectives to arrive at a final decision. Alba encouraged the client to see things from a higher level and to believe in self.

Client became more focused on the goals and improved in every category that was set from the start of the engagement. The action plan worked to seek more opportunities to develop a strategic vision and plan as well as to increase external presence.

What benefits should this client see over time because of her work with Alba?

Have a plan and stay focused, take care of self, keep up the strategic plan and revisit as things change.

Client Profile:

· Position: Senior Executive

· Industry: Technology

· Responsibilities: Leading teams, driving business growth, and managing key client relationships.

· Coaching Goal: Improve personal well-being, enhance professional relationships, and build confidence in leadership.

Coaching Objectives:

· Build personal self-awareness and emotional resilience.

· Improve relationships with key stakeholders, including boss and peers.

· Enhance leadership presence and confidence, particularly in challenging situations.

· Foster a healthier work-life balance and better stress management practices.

Key Insights:

Personal Life:

· Happy!: The client found a deeper sense of happiness and satisfaction, fostering a more positive outlook.

· More Introspective: The coaching led to greater self-reflection and a deeper understanding of personal emotions and motivations.

· Self-Aware: The client developed a more profound self-awareness, recognizing both strengths and areas for growth.

Professional Life:

· More Confident/Secure: The coaching helped the client build confidence in their abilities and decisions, contributing to greater job security.

· Compassionate: The client learned to lead with more empathy, which improved team dynamics and relationships with colleagues.

· Energized!: The client felt more energized and motivated in their professional role, which helped boost performance and morale.

Coaching Achievements:

· Improved Relationships: Significant progress was made in the client’s relationships with their boss and peers, fostering a more collaborative and supportive work environment.

· Enhanced Well-being: The client achieved greater overall well-being, balancing the demands of work and personal life.

· Impactful Leadership: The client successfully led team initiatives, including a Town Hall and mentoring efforts, especially helping other women in the organization.

· Business Growth: Positive results were seen in growing the business and strengthening client relationships.

What Worked Well:

· The Coach: The coaching approach was tailored to the client’s specific needs and was easy to understand, making the coaching process impactful.

· Openness to Feedback: The client was receptive to feedback and took actionable steps towards implementing changes.

· Practice: Every session provided practical steps that the client could immediately apply, allowing for real-time growth.

· Headspace App: The client successfully integrated mindfulness practices into their routine, using the Headspace app nightly to clear their mind and improve sleep.

· Humility and Openness: The client was humbled by the coaching experience and openly shared with their team about having a coach. This transparency had a positive impact, particularly during the 360 interviews, which fostered a culture of openness and growth.

· Team Dynamics: The client noticed a shift in the behavior of a key stakeholder, with him becoming more aligned and supportive of the client’s leadership approach, creating stronger teamwork and alignment.

The executive coaching program provided the client with invaluable tools for personal growth and leadership development. By focusing on self-awareness, mindfulness, and improving relationships, the client was able to enhance both their well-being and professional effectiveness. The coaching led to tangible improvements in leadership, team collaboration, and business growth. The client now has a strong foundation for continued success and plans to further build on the progress made during the coaching process.

Client Profile:

· Position: Former Corporate Executive in Transition

· Industry: Automotive

· Coaching Goal: Enhance leadership effectiveness, focus on delegation, self-awareness, and identify career opportunities aligning with values and goals during the transition phase.

Coaching Objectives:

The client, a former corporate executive in career transition, sought coaching to navigate this pivotal phase. The objectives were to address leadership challenges, especially in the areas of delegation, asking for help, and managing perfectionism, while also gaining clarity on the type of opportunities that would align with personal values and career aspirations.

Key Insights:

Personal Life:

· Calmer: Reduced stress and work-life balance improved, leading to a calmer lifestyle during the transition period.

· Not Working 24/7: Emphasized the importance of stepping away from constant work pressures, fostering less stress and better overall well-being.

· Self-Fulfillment: Reconnected with passions outside of work, rediscovering a sense of personal fulfillment and growth.

Professional Life:

· Learned a Lot: The transition offered the client valuable exposure to different industries, expanding their knowledge base and perspective.

· Expanded Perspective: Broader outlook on leadership opportunities, and recognition that career transition brings broader opportunities than anticipated.

· More Focused: Gained clarity on the type of roles and organizational cultures that align with personal values, leading to a more targeted approach to career decisions.

Coaching Achievements:

· Delegation: Recognized the importance of delegating and asking for help during the transition. This shift in leadership style allowed the client to manage their workload more effectively and embrace collaboration.

· Overcoming Perfectionism: Acknowledged how perfectionism had been a barrier to growth, particularly in the transition phase, and learned to focus on progress rather than perfection.

· Non-Negotiables: Gained clarity on personal and professional values, helping to define the boundaries for future career opportunities.

· Work-Life Balance: Focused on balancing work commitments with personal well-being, establishing clear parameters that included making time for personal passions.

· Focused Career Search: The client became more focused on what they were looking for in the next chapter, using the coaching insights to make informed decisions about potential opportunities.

What Worked Well:

· Starting with Non-Negotiables: The coaching process began with a focus on non-negotiables, providing a solid foundation for decision-making during the career transition. Clearer understanding of compensation and work-life boundaries helped the client set expectations for future roles.

· Process Structure: A well-established process, along with a consistent cadence of sessions, allowed time for reflection and action, facilitating continuous progress.

· Hogan & Values Assessments: Both assessments were invaluable in helping the client understand their personal and professional values and how to apply them during the transition.

· Shared Experiences: The coach’s similar experiences with career transitions helped build trust, allowing for deeper insights and a more effective coaching relationship.

· Understanding the Why: The client appreciated the logical, intentional approach to the coaching process and understood the reasoning behind each step.

· Positive Journey: They found the coaching journey to be extremely valuable, describing it as a fantastic process that helped them navigate the transition phase with greater clarity.

Strategic Recommendations Moving Forward:

· Blocking Time for Reflection: To sustain momentum, the client plans to block time in their calendar for regular reflection on their progress and goals.

· Holding Themselves Accountable: Equipped with tools for accountability, the client is ready to maintain focus on their personal development and career aspirations moving forward.

This coaching engagement was pivotal in helping the client navigate their career transition. Through the process, they gained self-awareness, clarity on career goals, and the tools to manage perfectionism and delegation more effectively. With greater insight into their values and personal non-negotiables, the client is well-positioned to make informed career decisions that align with their new professional and personal priorities. The coaching process provided the foundation for continued growth and success as they move into the next phase of their career.

Client Profile:

· Position: Senior Executive

· Industry: Technology

· Responsibilities: Overseeing 20% of the company’s revenue

· Coaching Goal: Enhance leadership effectiveness, address feedback regarding management style, and foster personal and professional growth.

Coaching Objectives:

The primary objective of the coaching engagement was to address specific feedback regarding the executive’s leadership style, which was perceived as condescending by peers and direct reports. The goal was to improve emotional intelligence, self-awareness, and overall team dynamics.

Key Insights:

Personal Life:

· Milestone: Significant career and personal milestones requiring reflection and strategic decision-making.

· Perspective: Development areas often mirror strengths, and understanding this duality is key to growth.

· Relaxation: Acknowledging the need to stop proving self-worth through professional success, leading to a more relaxed mindset.

Professional Life:

· Achievement: Focus on realizing full potential, not just attaining success.

· Giving Back: Prioritizing the growth and development of the team over personal advancement.

· Detachment from Self-Worth: Recognizing that job titles and professional achievements do not define self-worth.

Coaching Achievements:

· Self-Worth Realization: The client stopped worrying about proving their value externally.

· Equilibrium with Expectations: Gained clarity about balancing organizational demands with personal well-being.

· Reframed Perceptions: Shifted focus from perfection to continuous personal growth.

What Worked Well:

· Adaptability: The coach successfully adjusted the approach to align with the client’s needs, moving from a “be better” mindset to one of self-acceptance.

· Engagement: The process was collaborative, making it enjoyable and productive.

This coaching engagement led to a significant shift in the client’s leadership approach, fostering enhanced self-awareness and a commitment to team development. The client is now better equipped to balance organizational demands with personal growth, positioning them to drive greater success while maintaining a healthier perspective on leadership.

The Group Coaching Program aimed to improve leadership effectiveness, team dynamics, and communication. Focused on overcoming interpersonal challenges, the program provided tools for mindfulness, leadership confidence, and stress management.

Key Problems Solved:

1. Personality Dynamics: The team struggled with dominant personality types. Coaching helped participants understand reactions to stress and work more empathetically, preventing disruptions.

2. Communication Barriers: Effective communication was lacking. The program improved clarity and collaboration through targeted communication strategies.

3. Leadership Confidence: The CEO struggled with public speaking. Mindfulness and breathing techniques improved posture and presence, boosting confidence.

Goals Achieved:

1. Enhanced Team Dynamics: The team became more open, empathetic, and mindful of triggering behaviors, creating a supportive work environment.

2. Improved Self-Regulation: The CEO developed better awareness of personal saboteurs, improving leadership effectiveness.

3. Organizational Impact: The intention to roll out coaching across the organization shows potential for widespread cultural improvement.

What the Team Achieved Through the Program:

1. Increased Empathy and Team Cohesion: By learning to manage their saboteurs and communicate effectively, the leadership team has become more empathetic, supportive, and cohesive. The team is now able to collaborate more effectively and catch negative behaviors before they derail progress.

· “We’ve built a culture of support, where we catch each other before slipping back into unproductive behaviors. This has significantly improved our cohesion and effectiveness.”

2. Personal Growth and Lifelong Learning: The program has inspired a commitment to lifelong learning. Team members have pledged to continue applying the “sage” techniques and work on their personal development, reinforcing the concept of growth and resilience within the team.

· “This program has helped me develop a growth mindset that I will carry with me throughout my career. The learning doesn’t stop here, and I am committed to continuing this journey.”

3. Crisis Management and Innovation: Improved emotional intelligence and stress management techniques have empowered the team to manage crises more effectively. They are now better equipped to remain calm under pressure and think creatively to solve problems.

· “When a crisis hits, we’re now better at staying focused and innovating under pressure. Our ability to manage stress has greatly improved, leading to better problem-solving and more innovative ideas.”

Key Program Benefits:

1. Adaptability: The coach’s flexibility tailored sessions to real-time team needs, enhancing relevance and engagement.

2. Inclusivity: Everyone’s voice was heard in discussions, fostering an open, collaborative environment.

3. Effective Communication: Calm leadership from the coach helped maintain productive, conflict-free discussions, encouraging growth and team cohesion.

Results:

1. Increased Empathy: The team learned to recognize and manage each other’s triggers, improving collaboration.

2. Personal Growth: Participants embraced a growth mindset, committing to continuous learning.

3. Crisis Management: Enhanced emotional intelligence led to better crisis management and innovation under pressure.

The Group Coaching Program led to significant improvements in leadership confidence, communication, and team dynamics. The coaching has empowered the leadership team to handle challenges with greater empathy and effectiveness. As a result, the program’s positive influence is expected to extend across the organization, fostering a culture of growth, collaboration, and resilience.