The Business
This multi-national manufacturing company employs more than 4000 employees with offices located worldwide and working with customers in more than 100 countries with manufacturing facilities across North America, Europe and the Far East.
The Challenge:
GROWTH STRATEGY: They are focused on maintaining their leadership market position in their industry, but smaller, faster and more dynamic competitors are entering the market and are putting pressure on the way they do business. In order maintain their position as market leader, they must aggressively grow and expand their core and adjacent businesses with new acquisitions, products, solutions, and geographies will be part of the growth strategy.
The shift is towards solutions selling, enhanced customer experience, and new types of leadership will be needed that will engage employees in new ways. The company recognizes that what could hold them back is the leadership talent capable of leading change. This in itself requires a culture transformation.
The SEEC Talent Centre was asked to assist them in identifying and developing this culture and new type of talent that is needed to deliver on their growth strategy.
The Solution:
SEEC began a Culture Analysis and Readiness Assessment through intensive interviews with key leaders in order to:
- Identify the leadership and business development character traits (Leadership and Sales DNA) that they need to grow the business;
- Identify the cultural blockers that could potentially prevent them from growing according to plan;
- Identify factors that foster a Growth Culture
Simultaneously, SEEC conducted a Leadership and Sales Talent Analysis in order to understand their current strengths, growth opportunities, and gaps as it relates to their current talent capabilities.
Additional steps in the process involve the SEEC Talent Centre Team working closely with the Executive Team and key leaders to determine the ideal character traits, skills, competencies, behaviours, and experiences that their employees need in order to deliver on their growth strategy. The end result is a customized Leader and Sales DNA that will assist the organization in selecting, promoting, rewarding, recognizing and developing their talent.
As a last step in the process, SEEC will utilize the results from the DNA analysis and will partner with the organization to develop their current and future Leaders and Sales Professionals.
This is an example of the organization and SEEC thinking more broadly about the development of their leaders than simply the development of training programs, and SEEC bringing expertise to the relationship capable of assisting them to make fundamental leadership capability changes.