Talent Development & Management

Public Works Contractor

A California-based CEO was concerned about the lack of professional experience on the board and the resulting indifference of the board to her initiatives to change its structure and develop its members.

The CEO engaged a Cambria coach regarding her concerns. In response, the coach adapted a list of best board practices for the CEO’s information. These documents were forwarded to the directors for an all-day meeting facilitated by the coach.

In the process, the coach introduced a self-assessment questionnaire to get board members’ views on the board culture, board member capabilities, whether the board was focusing on the right issues and providing the right information, and whether it had the right people with the knowledge and experience to provide good governance.

Chemical Manufacturer

A global chemical company engaged Cambria to coach the CEO and several other senior executives to role-model the company’s commitment to development through a top-down strategy. Coaching the CEO involved optimizing his relationship with the board.

As part of the engagement, the Cambria coach collected feedback from the board on the executive’s strengths and development needs and on the board’s strengths and opportunities for development. The coach worked individually with the CEO, individually with the lead director, and collectively with the full board and CEO.

Thanks to this effort, and the board’s and CEO’s efforts to work through several major acquisitions, a number of significant board transitions, and other key strategy issues were greatly enhanced.

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 of 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.