Case Studies & Testimonials
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94%
of participants agree that Strata6 helped prepare them for volatility in their industry.
92%
of participants feel equipped and supported to continue leading change.
94%
of participants feel prepared to be a key part of future leadership in their org.
Case Study: Fortune 100 Global Engineering & Technology Company
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This client was facing a major discontinuity/cliff of (automotive) electrification. 60%+ of their core business was diesel related— They needed to radically diversify and innovate. While they had extensive active corporate solutions, they were insufficient for the unique needs of the time.
Executives and leadership were described (and described themselves) as comfortable with past practices, less agile, and generally unprepared for the future.
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Imminent government regulations and electrification directly threatened more than 60% of legacy business. The only path forward was an unprecedented level of new thinking and innovation. However, as a mature and successful legacy company, some of the leadership ranks had become unprepared and less agile for the future.
A radically new leadership culture that could speak truth to power and address difficult conversations was urgently needed.
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Diagnostic work led to the design of a rigorous leadership development strategy involving both C-Suite executives and next-level leadership. A world-class change practitioner certificate program was comprehensively redesigned to create highly effective change leaders.
This client invested 50 leaders into two separate cohorts with Strata6 for a full 27-day intervention to upskill and develop a cohort of change leaders.
Following that, 20 executives met for short sessions while 24 next-level leaders engaged in a series of three-day intensive sessions over a six-month period.
Leaders engaged with executives to address real live-case studies, coach each other, and complete strategic design thinking initiatives central to future success. Leadership Agility 360 assessment was employed along with a highly skilled team of Executive Mentors.
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They quickly experienced an increase in both the promotion and retention (90% retention rate over 3 years) of key leaders, who could showcase new skillsets, capabilities, and capacity for leading change and innovation.
Their successful transformation case study was presented at a national conference and won multiple national awards in employee culture, innovation, brand impact, and more.
Long-term (3-year) evaluation showed:
94% of participants were prepared for market volatility
92% were equipped and supported to continue to lead organizational change
94% were ready to play or continue playing a key leadership role
17% increase in revenue in 2022
They re-invested in Strata6 with a second cohort.
Strata6 does not employ any template approaches, but rather designs the experience around your organization’s beliefs and each individual’s needs.
We commit at a high level, design energetic and systematic interventions, and courageously move forward from the unknown to what becomes the known. Thinking things through in partnership with our clients is what we do best.
Case Study: International Leaders in Trade Solutions
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This international corporation is the leading provider of trade solutions for member countries with a mission to be a catalyst for trade development for the world.
It helps countries gain better access to trade finance and provides trade-related technical assistance programs. This enables successful competition in global markets.
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The top-level leadership team of 12 was facing issues in conflict, communication, authority, lack of trust, and differing management views and styles:
The CEO is a recent political appointee with a fast decision-making style and is comfortable with taking risks.
The Deputy CEO, with the company for many years and appointed by the board, has a more traditional approach to decision-making and a less risky style of leadership.
Their business goals were the same and their styles of leadership created conflict, lack of trust, mixed communication messages, and delayed decisions slowing the business.
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Strata6 supported top leaders in creating an environment conducive to teamwork, collaboration, and trust that accelerates profitable business results. The process included an organizational assessment, a leadership development initiative, and executive coaching.
We employed a strategic intervention with a multi-phase development process including:
Needs assessment to determine business drivers and the scope of organization issues
Feedback and strategic planning to incorporate “learnings” from assessment
Development and deployment of the strategic initiative
Measurement of impact of the initiative on business drivers
Ongoing process to ensure continuous commitment to strategies
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The relationships among top-level individual leaders improved significantly, with conflicts being resolved on critical issues and establishing a way of dealing with conflicts in the future.
An agreement was also created as a total leadership team about how to work together more collaboratively to achieve business goals.
And next-level leadership made a specific, full commitment to build skills and capabilities that would increase their effectiveness as leaders, as well as their alignment with other leaders to better address and achieve business goals.
Case Study: Global IT Services Company
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For this Global IT Services company based in the USA, an existing leadership pipeline was in need of a revamp and an external best-in-class partner was sought to co-create a contemporary approach to vertical leadership development.
Vertical development focuses on mindset change, or how a person thinks, versus what they think. Multiple research studies (1, 2, 3) indicate that vertical development can increase the rate of successful organization change by 4-5X.
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This client faced two strategic challenges:
The first is widely known as the “Founders Challenge”, or how to transfer leadership to a new generation as the original founders retire.
Secondly, a rapid growth strategy (and recent acquisition of a large company) demanded a more collaborative global leadership culture.
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Strata6 expanded and re-framed their existing leadership competency model to include the capabilities and capacity needed for profitable growth.
80 leaders in four cohorts (at the VP and Senior Director level) were selected to complete a nine-month intensive development experience. A contemporary vertical leadership approach was adopted using the Leadership Agility 360 Assessment tool and four carefully-designed interventions over five days each. Sessions were held in various geographies around the globe.
In addition to the four sessions, teams engaged in exploring key pan-organizational issues using a strategic, design thinking approach, working with key executive sponsors and an external mentor. Each participant also worked in a 1:1 personalized executive mentor relationship across the nine months.
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The initial impact of these four cohorts (80 leaders) led to investment in two additional global cohorts (50 leaders) at the Senior VP and VP level.
Significant successful organizational change has occurred, such as:
A new CEO and C-Suite has been instrumental in unprecedented financial success.
The client reported an all-time high in profitability.
60% of participants have been promoted.
Pre- and post-360 data showed a positive median shift in the Leadership Agility Model, and ongoing restructuring and transformation efforts continue to move the company towards a more collaborative, high-performance leadership culture.
More Testimonials
Chief Revenue Officer/Executive Founder, Employment Agencies
“The leadership process on change management led by Brenda and Tony was a game-changer for me. Their current world understanding of the complexities involved in implementing organizational change is impressive, as is their ability to simplify challenging concepts. The hands-on approach created a fun, safe and supportive learning environment. My team is more productive and has a greater sense of belonging due to the learnings I implemented. I highly recommend Strata6 to professionals looking to enhance their change management skills and have fun while doing it.”
Technology Lead for Data, Global Financial Technology Company
“In Strata6 leadership development aspiring leaders are coached for self-awareness in a safe environment that encourages the expression of individual gaps and the desire for change. Group exercises and individual coaching support making changes in our self-identified behavior patterns. As changes occur, we become more effective leaders and this affects cultural changes in the organization.
The process is very effective in peeling back the layers of behavior. We gain insights into how non-verbal patterns impact our professional lives. Tony, Brenda and their phenomenal team design participative group sessions that allow us to see and analyze the “how” of our functioning. Self-directed changes were key in how this process impacted positive changes in my behavior.
I experience personal changes - in my communication, courage and confidence. I am a far better leader after my participation in this development process. I still reach out to them and highly recommend them and their work.”
Sr. Vice President – Banking Practice Head, IT Consultancy
“Strata6 Global Change Partners Leadership Development had a profound impact on my leadership abilities. It is designed to help leaders develop a deep understanding of their strengths and weaknesses, while providing practical strategies for leading teams to success. Not only did it help me become a better leader in my workplace, but it also had a positive impact on my personal life.
The sessions were comprehensive and well-structured, covering a wide range of topics that are essential for effective leadership in today's fast-paced business environment. Brenda and Tony were experienced and knowledgeable, providing valuable insights, practical advice, and useful tools to enhance my leadership skills. Through interactive group discussions, case studies, and hands-on exercises, I was able to learn and apply new strategies for managing teams, improving communication, resolving conflicts, and driving performance.
The sessions also emphasized the importance of self-awareness, which has been instrumental in helping me develop a more effective leadership style. By understanding my own motivations, biases, and limitations, I have been able to better connect with my team and lead with empathy and compassion. And what's more, the sessions helped me develop better communication and conflict resolution skills that I have been able to apply in my personal life, particularly in my relationship with my teenage daughter.
What I appreciated most about these sessions was the focus on both self and team development. I learned how to set clear expectations, delegate effectively, and motivate my team to achieve their goals. By creating a culture of trust and accountability, I have been able to build a more cohesive and productive team.
Overall, I highly recommend these Leadership Development 4 Week Sessions to anyone looking to enhance their leadership skills. It provides a comprehensive and practical approach to leadership development, with a focus on both personal and team growth. I have no doubt that the skills and knowledge I gained from these sessions will continue to serve me well in my career."
