Client: Large Federal Government Organization 

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Challenge: Infectious disease research units, networked throughout Africa, needed to find new ways to identify, communicate and stop the spread of deadly diseases such as Ebola.

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Outcome: Research units were facilitated in developing a new protocol for rapid knowledge creation and sharing, which broke down psychological power-barriers between field researchers and lead scientists.

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Client: Medium Sized Technology Supply Organization

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Challenge: Despite significant investments into sexual harassment training year over year, senior leaders struggled to reduce regular incidents of harassment and associated costs including psychological harm, attrition, and absenteeism.

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Outcome: Employees took the difficulty out of being a bystander by developing a proactive team approach to cultivating a harassment free culture. Teams also developed phrases that made reporting easier for those who have never witnessed harassment before..

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Client: Large Non-Profit

 

Challenge: Develop a new set of expectations and reporting structures that would reduce political end-runs, lack of commitment and accountability and mixed messages from the CEO.

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Outcome: Executives developed a system that supports free, full and iterative dialogue around the alignment of vision, strategy, culture, and performance; where leaders enter communication with an open mindset; share divergent perspectives; reflect critically utilizing shared frameworks, engage in an inclusive fashion; and appreciate individual differences.

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Client: Large Non-Profit

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Challenge: After years of layoffs and restructurings, this organization had to address low morale by adopting an appropriate system that empowers sets of emerging leaders to identify and eliminate antiquated processes, technology and decision making norms.

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Outcome: 194% Return on Investment; Savings of over 80 work weeks of unnecessary processes. Year over year savings of $53,872.

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Client: Medium Sized University

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Challenge: As a new leader enters a culture marked by decades of strict leadership styles, unforgiving of mistakes and  protective of agendas, he hoped to encourage the sharing and testing of new ideas from the bottom up. This would also require a change in mindset from being reactive to proactively developing solutions for internal clients.

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Outcome: Teams implemented and refined a holistic system that encouraged and protected innovative behaviors. The system included a new rewards system and performance review questions; mechanisms for capturing ideas, a recognition program, a resources repository available to all, a newly designed office space, and mechanisms for safe feedback.

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Client: Large Government Agency

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Challenge: Numerous Federal Agencies came together to cultivate and implement new ways of being creative and engaging in a government workplaces that are typically burdened with time-consuming approval systems, initiative protocols, and a culture that encourages employees to conduct work that fits squarely within their job description and pay-grade.

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Outcome: Statistically significant improvements to traditionally low scoring items on the Federal Employee Viewpoint survey through  higher levels of organizational citizenship and  of creative efficacy. Attendees developed personal action plans for bringing their insights about being creative

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Client: Large Urban Hospital

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Challenge: Each year this hospital worked to improve its patient satisfaction scores, until the point where it started to become difficult to outdo their own improvements.

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Outcome: By examining low scoring items on nurse opinion survey scores, it was determined that by improving relationships with their supervisors, marked improvements in patient satisfaction would follow. This shift led to improvements in US News and World Report Scores for top hospitals.

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Client: Medium Sized University

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Challenge: Professors who wish to achieve tenure must balance productivity in research and service while also collaborating with colleagues and earning high teaching scores. High levels of stress associated with these demands often yield less than optimal results. They can also harm a professor's sense of enthusiasm toward the job.

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Outcome: Participants generated and committed to 26 novel methods for integrating mindfulness practice with teaching, research, and service. These practices grouped into four areas, including: mindful grading and assessment, awareness of students in the classroom, practicing mindfulness, and cultivating self-awareness in teaching.

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Client: Large Student Achievement Organization

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Challenge: India is purported to be one of the fastest growing economies in the world, and with an infrastructure that cannot keep up with its population, education is key to sustainability. Teachers are often secluded in the classroom environment, and lack effective protocols for engaging in critical reflection with fellow teachers. Despite research in the US that shows a link between teacher collaboration and student achievement, this concept had not yet been approached in India.

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Outcome: Private schools in seven different cities customized their own approaches for teacher collaboration with buy-in from headmasters, while also discovering new opportunities for individual growth. This experience is reported to have had a positive impact on student achievement.

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