We have a proven track record of success through our leadership development and team building initiatives within our diverse client base in a variety of markets.
At Poimena, we have proven expertise to meet the challenges of your leaders and within your organization. We have worked with numerous individuals and organizations in the midst of change. No matter the change, no matter the company, there is one constant that largely determines success or failure – it is the role and importance of organizational culture. More so, a strong culture is one in which: beliefs and values are widely shared; and, beliefs and values are strongly held.
Select a title below to review the Poimena’s Case Studies including corporate, government, faith-based, and small business clients. We hope you will become our next success story.
- Case Study [Corporate]: Warehouse Culture Reshaping with a Beverage Company
- Case Study [Small Business]: Value of Communication with a Medical Technology Group
- Case Study [Faith-Based]: Team Development and Building with a Women’s Ministry
- Case Study [Non-Profit]: Leadership Coaching with an Executive Director
- Case Study [Government]: Leadership Development Training on Change
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Warehouse Culture Reshaping
|Case Study: Corporations|
Organization: The Coca-Cola Company, the world’s largest beverage company operating in 200 countries with 2,800 beverage products including sparkling drinks, bottled water, juices, teas, coffees, and energy drinks.
Challenge: Internal conflict and low employee morale.
Solution: Assessed current workplace and culture challenges, identified barriers of collaboration, and implemented culture reshaping and team building interventions.
Business Impact: Resolved internal conflict, built a healthy cultural change, and sparked a collaborative team environment through the The L.E.A.D.S. Mastery ProgramSM initiative which minimized destructive turf issues costing the company millions, and reduced management’s time spent on handling employee conflict with 100 warehouse managers and employees at a global beverage company.
The Value of Effective Communication
|Case Study: Small Business|
Organization: An international medical-technology group, providing advanced clinical solutions, comprehensive information systems and services for improved cancer care and management of brain disorders.
Challenge: Managers’ poor communication skills with employees
Solution: Designed a communications survey and conducted qualitative interviews to identify managers’ communication effectiveness in style, motivation, active listening, and performance feedback.
Business Impact: Diagnosed substantial performance gaps. Proposed to senior management an annual 360º Feedback Program addressing communications skills, behavior changes, and developmental opportunities. Proposal benefits targeted managers’ professional development and self-awareness advancing individual and organizational success.
Building A Team of Women
|Case Study: Faith-Based Organizations|
Organization: A Women’s Leadership Team of the faith-based organization, First Baptist Atlanta, was charged to provide women with opportunities to grow in their personal faith and build life skills through Christian Bible study and other activities.
Challenge: A newly formed, non-profit women’s leadership group was challenged to bond as a team. Additionally, the diverse nine women were responsible for serving over 7,500 women in numerous life skills developmental programs and activities.
Solution: Executed The Women’s Success Project, and conducted a needs assessment to identify the root problem. Consulted, designed, and implemented a team development intervention with change strategies comprised of team vision, role clarity, blending and communicating with varied personality types, leadership training and development, and principles of servant leadership. Coached on identifying drivers and barriers to sustain and grow. Delivered simple measurement and feedback tools to monitor, document, and evaluate effectiveness of the team building process.
Business Impact: Transformed team-building performance motivated by shared vision, engagement, collaboration, and continuous learning.
Executive Director’s Leadership Coaching
|Case Study: Non-Profits and Associations.|
Organization: Executive Director of an international non-profit organization was challenged to maintain vision and focus of the organization with a volunteer staff of 50 people.
Challenge: The Executive Director’s emphasis is the importance of staying within the boundaries of the organization’s vision; however, the problem remained prevalent because of the multiple cultures, systems, and methods of the volunteer leadership team and staff. “Many ideas are good, however, it is important to keep focus on the vision and values of the organization.” Additionally, Executive Director was stretched in many roles including counselor, teacher, wife, and mother of two boys.
Solution: Utilizing the L.E.A.D.S. Mastery Program TM, we conducted a needs assessment and implemented an individual leadership strategy comprised of two key leadership principles: Inspiring a Shared Vision and Exercising Family and Work Balance.
Individual Impact: Poimena’s leadership development program, L.E.A.D.S.! Mastery ProgramTM, presented the Executive Director with (1) a shared vision strategy engaging the staff to contribute to the vision, (2) the ability to empower his valued-based relationships, and (3) the capacity to delegate more responsibility to the volunteer leadership team; thus, spending quality time with her family.
Leadership Development Training on Change
|Case Study: Government|
Organization: Federal Government internal leadership development program, a nine-month educational and networking experience designed to inform participants about the characteristics of a leadership.
Challenge: Participants needed to learn the dynamics around how to manage change and the cycle of change.
Solution: Utilizing our Empowered LeaderTM Workshops, Leading Through Change: From Stagnant to Extraordinary Change Agent, we conducted a needs assessment and implemented a group leadership development strategy comprised of two key leadership principles: the 4 Stages of Change and Change Compentencies based on the book: “Who Moved My Cheese”.
Organizational Impact: Poimena’s leadership development training, Empowered LeaderTM Workshops, presented the participants with (1) a shared vision strategy engaging the staff to contribute to the vision, (2) the ability to empower his valued-based relationships, and (3) the capacity to delegate more responsibility to the volunteer leadership team; thus, spending quality time with her family.