Leadership Case Studies – Customer Success Stories

Employee Selection Case Study

An internationally recognized retailer wanted to improve its manager selection and hire more talent from within.

Results

  • Assessments were approximately 96% accurate in predicting who would be a good fit for leadership roles.
  • Business has improved. The company has become one of the most admired in the industry.
  • Psychological Associates’ unique Q4 Model gave the company a new language for selection and development. Both processes are now streamlined through enhancing communication and setting appropriate expectations.
  • Promoting more internally increased retention and morale. It also provided more of a career path.
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Succession Planning Case Study

A manufacturer of transportaion equipment needed to make a key hire.  How to insure that they are making the best decision on this high stakes position?

Results

  • The client used critical data and input from Psychological Associates to choose an internal candidate.  They were able to make a more informed decision than in the past with more data at their fingertips. Going forward, the company feels that they will be able to better identify leadership candidates with the additional succession planning data now available.
  • The client is moving towards a Q4 culture with a focus on results and a focus on people.  They are teaching people leadership skills to their managers to make them more effective leaders.
  • The client organization has bolstered its leadership development process.  It is now introducing employees at the next level to the assessment and feedback process.  By providing leaders insight into their strengths and developmental opportunities, the company can formulate more effective individual development plans to propel leader development.
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Leadership Case Study

This manufacturer wanted to decrease turnover.  The culprit was poor management. Employees were leaving because of dissatisfaction with their supervisors. 

Results

  • Significant reduction in frontline engineer turnover.
  • By the end of 2017, 5,000 people will have completed the training, which is creating a Q4 culture throughout the organization. The culture drives results through–and with respect for its–people.
  • A third-party study of the customized leadership program found 95% of the knowledge and skill learned was transferred to the job in less than four weeks, with over 60% within just one week. When benchmarked against similar training programs, our program scores were better in all categories surveyed.
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Succession Management Case Study

A health care services provider sought to attract and develop its leaders. 

Results

  • The senior team talent management has developed through three tiers of leadership.
  • Our client has enjoyed smooth leadership transitions through several decades, while maintaining steady growth. 
  • This company has been very successful during our decades of partnership, including achieving Fortune 500 status.
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CEO Succession Case Study

A financial services firm needed to select a new CEO.  How to create a process to insure that they make the best possible decision in this high stakes matter? 

Results

  • There was strong buy-in throughout the firm for the CEO choice, given that many leaders had input into the decision process. 
  • The organization enjoyed strong growth in revenue, net income, and employee size during the CEO’s tenure.
  • At the company’s urging, the CEO stayed in his position for 13 years–30% more than the average CEO tenure.
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What Our Clients Have To Say

    “Psychological Associates is our “go to company” when we vet employee candidates, implement employee engagement surveys and conduct individual employee coaching sessions. They greatly increase our ability to recruit and manage our most costly and also greatest asset … our employees. We would find it hard to operate as effectively and confidently without Psychological Associate’s valued support and direction.”

    Bob Franceshelli, Pritikin

    “With Psychological Associates, we receive a complete solution. It’s a thorough assessment combined with feedback, action planning and coaching. We’re also enhancing our skill building efforts through the courses that Psychological Associates developed.”

    Bill Pitchford, Wabash National Corporation

    “We actually sought Psychological Associates out when we recognized that we had a need for higher level resources in our leadership development program… They came back with a very clear and concise approach to helping us with our leadership development program.”

    Jim Castellano, RubinBrown

    “The quality of Psychological Associates reports…in general, they have quite good insights into the people taking the tests. Another one is that, by virtue of having worked with us for years, they know us fairly well. As a result, they are able to do some successful matching between candidates and the company.”

    Peter Allen, Agoda