Case Studies

Blueprint for Building Leadership Bench Strength

A mid-sized financial products firm asked TRIAXIA Partners to help design and jump start its corporate leadership development strategy. The assignment included a number of different elements:

Tailored Leadership 360° Instruments

A top-25 graduate school of business of a large university retained Triaxia Partners to design the leadership competencies the school would use in its executive MBA program and executive training courses. These competencies were used in a specially designed 360° feedback instrument that formed an integral part of the week long leadership course.

Corporate Leadership and Coaching Support

A large mid-western retailer wanted to implement an on-the-job coaching strategy that would equip line executives to coach their managers more effectively from a developmental perspective. Working with the leadership team, TRIAXIA Partners developed a tailored set of leadership success factors that could be assessed via a 360° instrument.

Corporate Leadership Learning Solutions and Institutes

A large global Japanese manufacturing firm needed a comprehensive and tailored training initiative to build the leadership skills for its high potential mid-level executives. TRIAXIA Partners was retained to design and deliver the curriculum reflecting the leadership skills and competencies important to the organization and to manage the on-going leadership institute. To complete the course, participants attend a series of three to five day sessions spread over several years.

Succession Strategy and Leadership Development

Triaxia Partners assisted the CEO and board of a national retail leader in evaluating the top executive tiers for leadership potential in regards to long term CEO succession as well as bench strength needed to achieve their strategic aspirations. TRIAXIA worked with the CEO to identify and define the leadership competencies necessary for success in this organization. These competencies were used in a comprehensive assessment of 35 executives using a tailored 360 instrument and in-depth interviews. Using assessment results, an individual development strategy was developed and implemented for each executive emphasizing special assignments important to the strategic plan.

Coaching a High Performing Executive Back on Track

A direct report to the COO of a large, privately owned real estate investment firm was considered a critical team member because of her ongoing ability to save the firm millions of dollars annually through her keen insights and decision-making ability. The significant downside, however, was her seeming inability to build a team and retain and grow key talent. The executive team along with Human Resources initiated an intensive coaching engagement with Triaxia Partners to create breakthrough in this arena.

Closing the Development Gap Needed for Promotion

A national insurance corporation identified two high potential candidates for key executive positions as a result of their succession-planning processes. Both showed tremendous promise, but each also had differing competency gaps that could derail them in the future. Each was provided with a Triaxia Partners coach to close these gaps over time.

Accelerating the Development and Deployment of High Performing Talent

Recognized by Inc. Magazine in 2010 as one of the fastest growing privately held companies, this firm looked to Triaxia Partners, Inc. to design methodology that could identify and accelerate the growth of their high potential leaders in order to meet this pace of growth. The system-wide approach included conducting a thorough culture audit for essential success factors, implementing an enhanced pay for performance system with high accountability, and providing a series of company-wide workshops to increase and align knowledge and competencies in this area.

Leadership Development - Leadership Institutes

A global NPO supplying technology, logistical, and transportation services to other NPOs operating in remote regions constantly wrestles with the lack of effective managers to provide administrative and leadership oversight to its far-flung operations centers. The existing staff were attracted to the organization because it provided an opportunity to apply their technical skills (e.g., pilots, data processing, transportation logistics, etc,) while at the same time supporting a mission they felt was both important and noble.