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Executive & Leadership Coaching

Global Manufacturing Company

A Fortune 100 industrial equipment manufacturer was about to go into global expansion mode, which meant that its senior leaders needed to do things differently than they had done in the US. As the culture was based on leaders being the experts, executives were not used to getting feedback or deferring to others who knew more about how to operate in different regions of the world.

To support this shift, the CEO wanted Cambria coaches to work with him and his senior team. The company’s Global Leadership Forum would be the ideal opportunity to announce this, but it was only weeks away. Cambria made sure that the CEO was able to stand before his 500 global leaders and say that he had a coach, had already met with that coach, and had gotten feedback on his strengths and weaknesses – a powerful and remarkable statement. To set the example, he also shared his feedback with his senior team.

The CEO and the senior team worked with their coaches over two years. The result was an amazing openness to learning and feedback and a culture change that was noted throughout the organization — and by the board.
 

Federal Agency

A large US government agency with thousands of employees and locations distributed across the country was one of the first federal agencies that saw the value coaching in support of an initiative to align the agency’s regional branches. Cambria won the sole-source contract to provide this service as a coordinated approach to individualized leadership development rather than a discretionary and episodic service.

Cambria designed the coaching program in partnership with the agency’s internal HR and leadership development professionals who were certified as coaches. Using our extensive coach network, we sourced senior coaches who were co-located in each of their branches. We also managed the entire coaching process, including tracking each engagement with the agency’s executives, managers, and supervisors across the entire agency, evaluating progress, and measuring the impact on the functioning of the agency.

Coaching has remained an integral part of the agency’s leadership development to this day, resulting in a unified view of leadership development that nevertheless accommodates variations in the missions and focus of each of the agency’s operating centers. Subsequently, Cambria was engaged to design leadership development programs incorporating feedback and coaching to targeted employee segments.