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Colorow Consulting, Inc. Case Studies

 

  CCI INCREASES PACKAGING ENGINEERING GROUP'S PRODUCTIVITY
AND THE GROUP ACHIEVES COMPANY RECOGNITION

Background:
The Gates Corporation (formerly the Gates Rubber Company), an exclusive belt, hose and connector manufacturer with locations in virtually every major world market, needed help redirecting the motivation of its Packaging Engineering Group to more positively impact corporate goals. Each member of the group was motivated and encouraged to achieve individual goals, but the group was experiencing great difficulty working as a team, as the members were extremely individualistic, personally competitive and focused on self-development.
 
Dennis Jarboe, manager of the Packaging Engineering Group, realized the group needed guidance.
It was in jeopardy of being eliminated if it could not improve group interaction to achieve team goals. The characteristics of each person created agitation within the group.
 
CCI, which specializes in the formation of new teams and their continued effectiveness, helped develop a team-oriented group.
 
The Challenge:
CCI's main challenge was to educate the group on the benefits of working together as a team, without team members needing to sacrifice their own individuality. Dennis Orr said, "This was a new client with a very young, inexperienced group, who had previously and unsuccessfully tried a different approach to team building."
 
The Solution:

In addition to the Packaging Engineering Group, CCI continued on to work with other teams at Gates, determining the best plan for each team and department.
 
CCI analyzed the client's current team make-up using our Primary Issues Inventory to gauge the starting point, and followed with the Birkman Method®, which allowed each of the individuals to discover how they perceived themselves, and how the other team members perceived them.
 
The Results:

Through CCI's efforts, the Packaging Engineering Group within the Gates Rubber Company became recognized as a model of high performance and teamwork, frequently being cited as an example for other team development initiatives. The results continued to impact team performance the following year, even though many of the team members had moved on to other departments. A response from one of the group members was, "Our productivity increased when we learned about others' behaviors and how they impacted our own behavior."
 
Dennis Jarboe stated CCI had displayed "a high degree of flexibility in customizing training to fit the needs of our organization, as well as the individuals on the team.
 
"
This team went from a dysfunctional state (at risk of being eliminated) to being recognized as a model for teamwork and performance inside the organization. Some team members were subsequently sought out and promoted to other areas inside the company.
 
"[CCI] provided the knowledge and training necessary to build a self-perpetuating framework for ongoing team and individual development which benefited not only organization, but team members in their personal relationships as well.
 
"Most importantly, the team members realized the full potential of working as a team. Each member's work environment was improved and the project was a learning experience for everyone."
 
Jarboe said the project "gave team members the ability to recognize, value, accept and leverage individual differences to make a positive impact and significant contribution in achieving organizational goals and objectives."
 

OCG
 
MINE SUPERVISOR’S WORK PROBLEMS ADDRESSED BY INCLUDING HIS FAMILY IN THE SOLUTION
Background:
The mine manager of a large gold mine was concerned about the performance of one of his key supervisors. The supervisor seemed distracted and was not following through in the work that his position required. CCI was asked to work with him.
 
The Challenge:
After analyzing his own Birkman scores, we recommended a Birkman assessment for his spouse as well as an interview with the rest of his family. His scores indicated he had a strong need for a balance in his schedule between planning and activity. His manager, in contrast, had a need for continuous activity and expected others to have the same predilection. The supervisor’s home life was also one of constant activity. He had been exercising after hours in order to maintain the balance he needed, but his spouse was now going to school to finish her degree and he now had to use his exercise time to chauffeur the children—previously her responsibility. His fellow supervisors were not supportive when he asked for help. In that work culture, a call for help was seen as a sign of weakness.
Another issue emerged from the interviews—he did not feel that he actually could succeed in his current work environment. In his previous workplaces, he had always seen himself as the mine manager.

 
The Solution:

CCI coached the supervisor on restoring balance, talked with the family on how they could support him and worked with the rest of the team, together with the supervisor.
 
The Results:

The mine manager came to understand the differences between himself and his direct report and how they perceived each other. Doing our Differences To Watch session with the two of them, each was able to better understand the other and their perceived differences and how they could better communicate in the future.
Working with the CCI team to help them understand their different perceptions and how their own culture was keeping them from success, they could start to acknowledge that a cry for help was not a sign of weakness. The team then could start to help each other with positive results.
The family understood how they were putting the supervisor under excessive stress. Each family member committed to rearranging their schedules to allow him to restore the balance to his life.
He was able to build a positive self-image as he alleviated his stress points.
He later left the organization, became a mine manager in another state and won the “Mine Manager of the Year” award.

 

OCG
 
HOMEBUILDER DEVELOPS LEADERSHIP SKILLS AND EFFECTIVELY IMPLEMENTS PLANS FOR GROWTH AND DEVELOPMENT
Background:
A major Denver homebuilder was in a rapid growth stage. Positioning the company to take advantage of this growth was critical. The company had a policy of promoting from within. Mixed messages were the norm for the executive team, with tensions running very high.
 
The Challenge:
The founder and CEO was concerned about performance issues and how they might prevent the company from achieving its profit and growth goals.
 
The Solution:
CCI was brought in by the CEO to assess the fit for the executive team with its respective positions. CCI was asked to coach the CEO on his performance, including how to be a more effective leader. Through a series of interviews, the Primary Issues Inventory and the Birkman Method®, CCI provided the CEO with recommendations to better utilize the existing talents within the executive team. CCI recommended revising the nepotism policy, so that executives would no longer supervise the children of their own supervisor. CCI also assisted in the creation of a profile to facilitate the successful hiring of construction managers.
 
The Results:
Some executives were replaced. A realignment of reporting responsibilities, coupled with the change in the nepotism policy, provided smoother working relationships and a better profit picture, even as growth slowed because of economic conditions. The CEO enhanced his leadership abilities and was able to better motivate his team through the coaching and the use of the Birkman Method®.

 

OCG
 
CROSS-COMPANY TEAM BUILDING IMPROVES RELATIONSHIPS AND INCREASES PROFITS
Background:
A company and its major vendor had serious communication problems and misunderstandings, preventing the company from achieving its goals.
 
The Solution:
CCI assessed both groups using the Birkman Method® and then conducted Team Building sessions with with each organization. A joint Team Building session was conducted to understand what was causing the problems, and both groups developed a process to communicate and work together more effectively.
 
The Results:
The Company and the major vendor were able to meet their goals and both saved time and money.

 

OCG

CONFLICT RESOLUTION, COACHING, AND ORGANIZATION DESIGN IMPROVES LEADERSHIP ABILITIES AND SUSTAINED SUCCESS FOR CRITICAL DEPARTMENT
Background:
A company had a brilliant but highly demanding manager in a critical position who alienated everyone he worked with. His subordinates were demoralized and threatened to leave the organization.
 
The Solution:
CCI investigated, determining the reasons for the manager’s demanding management style and helping him to understand how it was causing such conflict with the staff. Extensive coaching benefited all concerned parties, and some restructuring diffused the built–up tensions.
 
The Results:
This critical department was able to accomplish its goal without losing individuals, time or money.

 

OCG
 
IMPROVING LABOR/MANAGEMENT RELATIONS IMPROVES CRM
Background:
Strong distrust and animosity existed between the Company and its major union. The problem was affecting the ability of the company to respond to its customers.
 
The Solution:
Both sides participated in separate team building sessions using the Birkman Method® to identify strengths, needs and stress behavior. S.W.O.T. (Strengths, Weaknesses, Opportunities, Threats) exercises were employed to pinpoint important attributes for each group. A joint team building session was then conducted to air grievances without the team leaders present. The Birkman was used to select win/win negotiating teams.
 
The Results:
A system to air misunderstandings was put into place that led to amicable contract negotiations. The company was then able to improve the quality of its customer response.

 

OCG

IMPROVED ORGANIZATION DESIGN & LISTENING SKILLS LEAD TO BETTER PRODUCT DEVELOPMENT
Background:
The Technical Research and Development Team of a large international manufacturing company had many members from different countries and cultures who were not communicating effectively with each other. Part of their mission was to be autonomous yet it was critical that they be able and willing to communicate effectively with each other.
 
The Solution:
CCI assessed the individual styles, needs and stress behaviors of the team members utilizing the Birkman Method®. A Listening Skills Workshop was designed by CCI based on Birkman principles. CCI worked with the team and restructured it based on developing a common communications protocol. 
 
The Results:
Working relationships improved to such an extent that new products flowed at a greater rate than ever before, and included a breakthrough product design that led to a "best selling product" for a significant client.
 

  CCI: A service Disabled Veteran-Owned Business

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