Olwyn provided executive coaching for me through a period of key career progression. This time was incredibly valuable in extending my awareness, consideration and strategies for a number of valuable leadership principles: how to motivate and inspire, delegation, resilience, communication, development of personal leadership style, and many more. Outside the tangible benefit of having the chance to bounce ideas off someone as experienced, personable and insightful as Olwyn, I found the pace, structure and quality of learning at our sessions incredibly powerful for my personal and professional development. Thank you Olwyn!
Please read our case studies of projects we have worked on: leadership coaching, working with teams and organisation-wide assignments. Due to the confidential nature of this work we are unable to publicise actual names, but all the challenges and impressive outcomes are absolutely genuine.
Developing a Winning Culture
A highly respected, well established organisation was facing intense competition from new entrants to the market and new technologies. After a restructure and redundancies, the executive team wanted to re-energise and align their organisation with a winning mind-set.
The business re-established its position as market leader in its sector in spite of tough competition and significant internal changes. It has since been able to grow significantly in its international markets using the winning culture mind-set.
A company at a cultural cross-roads
An established privately-owned services business was growing steadily but experiencing flagging morale, high staff turnover in key roles and conflict between sales and customer services. The board were finding it hard to identify and retain key talent for future management positions. The management style was predominately aligned to a traditional command and control approach.
A reinvigorated workforce who delivered the best set of business results on record. Morale increased, there was greater collaboration and they were able to attract and develop critical talent that could grow with the business at it expanded into mainland Europe.
Integrating the next generation of employees
The company was relocating and expanding rapidly. There was an urgent need to build a new customer services team, so recent graduates were recruited who were bright and motivated, but had little work experience. As “millennials”, they had a very different approach to learning compared to existing employees.
The on-boarding programme developed specifically for millennials gave the new team the attitude, knowledge and behaviours they needed to rapidly become productive in their new roles.
Team Europe: from happy band to elite squad
Results were adequate but the team was not capitalising on the available market opportunities. Morale was high across the team but it was not functioning as a disciplined, organised and focussed team. With a market upturn, the team had to seize the opportunity, before their competitors did.
Quarterly revenue and margins significantly increased; a more disciplined, organised and focussed team that was more respected internally and externally.
From good to great
This global company had been successful in its field and had a reputation for technical excellence. However the market now wanted solutions rather than technical components, which put future business at risk. The senior leadership team in Europe had to make a major cultural shift from product-led to solution focus to meet the challenging, longer-term strategic plan.
The new stretching targets were exceeded in the first year through a significant, top-down cultural change led by this executive team which became a model centre of excellence for the global organisation.
Re-aligning a senior leadership team for growth
Business results had plateaued. A new leader was brought in, with a very different leadership style. The highly experienced functional leaders were working in silos rather than as an executive team.
The business returned to growth with a highly collaborative, re-energised and empowered executive team.
Transforming from Technical Expert Leader to General Manager
John was considered technically excellent in his field. He was ready for promotion to general manager, but had some leadership challenges that would affect his success in that position. He was losing key talent and not being collaborative with his peers which resulted in low morale and tension.
After 18 months John was appointed general manager, and led a significant turnaround for the business. He became a highly respected, inspiring leader and improved the relationships among the executive team.
Tom – Succeeding as an enterprise-wide global leader
A highly driven results-focussed global sales VP who was highly respected but deeply feared. Tom’s reputation was limiting his career progression. In danger of being stuck in the same role, he wanted to evolve to take on a wider remit with even greater impact.
Having secured a highly visible and impactful new leadership role, Tom is still results-driven but much more collaborative and much more effective at driving those results through other people and influencing decision-making at the executive table.
Finessing your executive presence as a leader
Anne was a highly capable technical leader who despite being an excellent manager and achieving high scores in assessments and interviews, was not securing the high level appointments that were expected and deserved.
Within five months, Anne was appointed MD of a global service delivery division with significant responsibility and profile within the business.
Olwyn gave us honest feedback, came with clear ideas and she had a fantastic approach. We made good progresses on my side and on my team’s side. I had a much better relationship with my team, detecting tensions and I have been able to reorganize the right way. A huge improvement in the team motivation and business results.
“Over the last twelve months, Olwyn’s coaching style has achieved a great balance between providing me with the rigor and challenge to ensure that I got things done with the practicalities of doing these tasks alongside the demands of a very busy “day job”. She has opened my eyes to individual issues that I need to address, providing practical advice of how to challenge these issues and where appropriate, help to back this up. There has always been an honest and open exchange of views and this has helped to cement a close working relationship that has enabled me to get real benefit out of our time together. I’d have no hesitation to recommend Olwyn to anyone considering an external coach”.
“My coaching engagement with Olwyn provided me with an opportunity to step away from the business periodically and discuss both my personal and business agenda to drive improvement in the strategy. A good example of her value to us was a workshop that she facilitated to galvanize my management team around our vision and set a clear mission for the business and this was very well done.”
“When I started the coaching process, I decided to fully engage with what it offered but I wasn’t really sure what to expect. But a year on, as I look back at the time that I have spent with Olwyn as my executive coach, I realise that it was extraordinary. It has truly accelerated my learning. I took the feedback and rather than getting defensive about it, I digested it and found new strategies to deal with challenging situations and people. I have grown and evolved as a leader and feel more confident in how I lead others. I have built capability and bench strength in the team and sought ways to develop them too. I start my new leadership role wiser, more confident with greater resilience to tackle what lies ahead.”
“Olwyn is a really great coach. Very direct, open, honest and clear with “asks” – lots of value-add. She is a superstar! The coaching experience was a great way to pause and think about myself and take time to act based on this. You also need to be ready for coaching. I recall having done some previous coaching sessions and was probably not ready to learn and act upon it then.”
“What worked well was Olwyn’s professionalism, experience and skills; coach preparation and my homework; clear objectives and regular reflections on the results. Part of the coaching sessions were focused on driving the process of identifying my successors as well as future organisation development. Today, I have a clear vision for the future organisation under the current situation as well as identified and stated coaching process for my successors. Significant focus on Executive Maturity is helping me to drive better results and refocus on more strategic initiatives rather than being tactical.”
“The coaching with Olwyn provides an external perspective in addition to those from my work colleagues. It provides a ‘safe’ environment to discuss current issues and evaluate courses of action to move forward. The coaching has given me more confidence to move forward with tough conversations and business decisions. It has helped me to plan communications with subordinates, peers and superiors to get the best from each of these interactions.”
“My time with Olwyn has helped me enhance my leadership style with my Direct reports- team meetings have become much more inclusive and engagement has increased significantly.”
“What really worked well with Olwyn was the team building planning; the Feedback process model; the First 90 days planning for their new teams; Olwyn is a good sounding board for real-time team management planning; Building high performance teams; Personal coaching on management style and career development.”