Creating Executive Coaches: Biotech

Using Executive Coaching to Drive Performance at a Biotech

Client Case Study

Situation

This Biotech Company is an industry leader in the field of antibody discovery and development. Over the past 30 years the company has built strong intellectual property, technology platforms, and capabilities to engineer cutting-edge therapeutic antibodies that have the potential to transform medicine and reshape people’s lives.

To capitalize on a significant market opportunity that would have a major impact on the company’s future, the company launched a strategic initiative to develop its Leaders, Managers, and Management Systems. Shortly thereafter, the poor economic conditions affected the company, requiring a workforce reduction and increased workloads for the remaining employees.

The company weathered the economic storm and put itself on a positive course to execute its key strategic initiatives. To accelerate its momentum the company decided to implement a coaching certification program for 6-12 high potential leaders to create leadership leverage throughout the organization.  The overall objectives were to leverage previous investments in management training, increase engagement and retention of key employees and push critical strategic initiatives forward by:

  • Engaging key employees in participating in knowledge transfer and skill building
  • Decreasing turnover and possible loss of “tribal” information necessary to company success
  • Providing motivation and a platform for a formal on-going internal coaching program
  • Implementing proven methodologies used to coach and drive performance along with frameworks for having focused and productive conversations, employing active listening skills, managing difficult conversations, and applying tools (such as Personality Inventory and Interaction Styles) in real time
  • Increasing organizational productivity

Complications

The company recognized the importance of maintaining a strong, focused team during this critical period, and feared that its actions during turbulent economic times had eroded past efforts to develop its workforce and create a performance-based culture. They were especially concerned about:

  • Having to cut development resources across the company
  • Managing future career uncertainty across the workforce
  • Increasing workloads caused by workforce reductions

Approach

1. Identify Desired Results

  • Determine coach and “coachee” selection criteria
  • Finalize business objectives
  • Identify program success metrics

2. Assess the Current Situation

  • Assess high level performance coaching capabilities of participants
  • Identify baseline success metrics
  • Outline potential barriers to success

3. Design the Exact Solution

  • Finalize design to meet agreed-upon objectives and success metrics while overcoming potential barriers

Approach (cont)

4. Deliver Performance Learning

  • Kickoff: 1-hour kickoff session to introduce the program and gain commitment from participants
  • Day 1: 1-day facilitated session plus initial assignment focusing on concepts and content for effective coaching
  • Customized Monthly Learning Bursts: Coaches attend monthly 2-3 hour monthly learning bursts to learn new models and skills, debrief their coaching sessions, and to obtain feedback and more in-depth instruction on using various tools and models. Topics shifted according to needs.
  • Final Certification: By LSA and VP of HR, Evaluation of Program, and Next Steps

5. Implement Coaching and Follow-Through

  • Monthly Application and Coaching Sessions: Focused on just-in-time practice, mastery, feedback, or discussion as a group, in specific teams, or 1×1
  • Monthly Phone Coaching Sessions: Each participant was able to schedule 30-45 minute monthly 1×1 phone sessions with the master facilitator to debrief and work on specific skills, issues, and questions.

6. Measure Impact and Results

  • Level-1 Coach satisfaction measurement

Note: Program participants coached individuals who were in a different part of the organization. Coaching engagements lasted 6 months on average.

Results
In six months:

Coachees

  • 100% reported coaching enabled them to perform at a higher level
  • 78 % reported their expectations of coaching were met
  • 100 % reported they would recommend coaching to a colleague

Coachees’ Managers

  • 50% reported they observed significant changes in their employees’ behavior

  • 100% reported they would like another staff member to receive coaching

  • 100% suggested other members of their staff receive coaching training

Coaches

  • 100% of coaches reported they would recommend the program to a peer

Related Information

Thank you for a great leadership development session today. The facilitator was brilliant. The team got a lot out of it (as did I). I believe it will help us create an even higher performance culture by ensuring we have a common understanding of how to create higher performance and work toward clear and common strategic goals.

Simon Jefferson
Managing Director

AKQA

We selected LSA Global over 5 other companies to help our key executives improve their overall communication and executive presentation capabilities. LSA exceeded our expectations.  I highly recommend LSA to any executive team looking to better organize and more effectively deliver key executive-level messages when the stakes are high.

Todd Power
Office of the CEO

LSA always helps us provide the right sales, management, and leadership programs at the right time to meet the unique needs of both individuals and departments. I especially appreciate their ability to deeply understand our business and our culture so that they can recommend the appropriate solutions.

Sarah Parks
Senior Project Manager

Hyperion

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

Having tripled in size and recently merged, LSA helped our executive team to increase our level of strategic alignment, to solidify our new direction, and to push our agency forward. As we look to rapidly scale, the clear, actionable, and critical few strategic moves combined with how we differentiate ourselves to our top accounts and target clients has really set us on a great path to success. This is exactly what we needed to get to the next level.

Matt Britton
CEO

We contacted LSA to help us design and deliver customized management development programs. LSA worked with us to meet our exact needs. We started at the top with our executive team.  It was such a great success that we rolled it out company-wide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.

Sally Buchannan
VP Human Resources

LSA Global has been a great partner in helping us move toward being “the leading developer of talent in the service performance management industry.” I have engaged LSA to help develop best-in-class programs in the areas of: Executive On-boarding, Manager Training, Sales Training, Employee Engagement and Instructional Design. They have consistently met or exceeded my (very) high expectations and are always responsive to my needs.

Mike Normant
Senior Director, Training & Development

Service Source

Great job in designing the Mergers and Acquisition strategy session for our global leadership team. The session was excellent. I gained additional insight on the importance of the role of HR regarding strategy, culture, and people in Mergers and Acquisitions.

Gloria Veon
Senior Vice President, Human Resources

Fujitsu

We value our relationship with LSA Global. They focus on understanding our business situation and helping us succeed. LSA continues to deliver top quality consulting and leadership solutions that are highly customized for our business and culture. I would highly recommend LSA Global as a top quality resource to anyone looking to greatly improve the skills of their leadership, management, and project teams.

Bonnie S. Olson
Vice President of Human Resources

LSS

LSA’s approach has certainly brought value to Knight Ridder Digital. They were laser focused on our goal and determined to meet all of our Leadership development program needs. Their flexibility and commitment were keys in making our program successful.

Dipik Rai
Director of Marketing

I continue to be impressed by the level of depth and breadth of expertise, leadership development, and management development that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

LSA consistently delivers for me and my team.  Recently they demonstrated the criticality for executives to look beyond current ethics topics and focus on applying fundamental values in everything they do to demonstrate true leadership. They successfully delivered in two hours what most leadership development facilitators would spend an entire day trying to communicate.

Nick Voyvodich, SPHR
HR Manager

Fujitsu

The quality of LSA’s Leadership Training Programs and facilitators is always top notch. We recognize and appreciate the hard work LSA always goes through to align to our unique culture and meet our specific requirements. Thank you for regularly going above and beyond. Your support and dedication, both on the strategic and tactical side, have been outstanding!

Anna Meyer
Leadership Development

Intuit

We reviewed the top Leadership Development offerings and selected LSA’s 12-month Leadership Program based upon the value and systemic approach. The feedback on the program, approach, and results was phenomenal. While other programs may be better known, they were more theoretical and did not compare in terms of practicality, quality, and results.

Stacey Porter
Senior Manager Learning and Development

Roche

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