Situation: CEO sought to uncover the leadership team’s influence on the overall corporate culture and identify contributors to siloed business units while uncovering specific commonalities and differences driving culture and leadership variance in the different businesses.

Solution: We established a data-driven baseline assessment of the leadership team, identifying individual values and drivers that guided their actions and priorities and, in the aggregate, were ultimately influencing the broader organizational culture. Through working sessions with the team, values were aligned with the defined business strategy and objectives and ascertained fit within its current operating context. Debriefing individual leadership score profiles provided details and a narrative summary to illustrate their crucial leadership derailers under pressure, how they contributed to culture variance, and how aspects of each team member’s values were potentially misaligned with the desired shared leadership team values.

Impact: The team process became a powerful force for uniting and driving the team’s aligned commitment to priorities and attaining its collective goals. A set of desirable common leadership behaviors was agreed upon, and all team members were aligned and consistently gave each other real-time feedback when they observed deviations. The improved alignment of the leadership team was observable and communicated consistently to the entire organization, resulting in reduced silos and improved business outcomes, along with measurable improvements in organizational culture.