Case Study #1
Problem: A large pharmacy benefit management (PBM) organization wanted to improve their Product Owners because the technical organization was failing to deliver on committed timelines.
I Did This: Immediately after working with their Product Owners, I recognized and revealed that the corporate culture was the root cause and I led a fundamental shift in the leadership’s way of leading, which inspired a positive new culture for the organization.
Outcome: I worked directly with the executive leadership and the delivery teams and within only 3 months I inspired a cultural shift in the organization, and, consequently the transparency created across the org increased productivity spent on these projects by more than 20%. This new cultural shift inspired a movement across the whole organization to make tactical improvements to their operational capabilities.
Case Study #2
Problem: A large agricultural firm had a problem with operational efficiency and financial tax strategies and failed to recognize they were losing a significant amount of financial tax opportunities.
I Did This: I identified their financial opportunities and created a digital tax tool that automated critical steps in the reporting processes.
Outcome: The digital tax tool I created reduced the entire monthly reporting process by 75%, and recovered more than $2 million in overpaid taxes, doubled productivity, and completely eliminated the need for intern staffing, and created financial efficiencies which reduced their tax burden by a minimum of 250K annually.
Case Study #3
Problem: A industrial equipment firm’s tax filings triggered costly audits with fines exceeding $1 Million dollars annually.
I Did This: I created and implemented nationwide training program for the leadership, sales, and customer support teams.
Outcome: While training and education was the focus of this engagement operational costs were decreased by more than 50% at the corporate office and each brick-and-mortar store. After the training program was rolled out, the organization was able to divert approximately 75,000 hours to more profitable efforts in sales. The organization’s future tax fines would have been eliminated in 2 years.
Case Study #4
Problem: A small software development company was struggling with agile adoption and inconsistent product delivery.
I Did This: I created the psychological safety and trust the teams needed to communicate effectively and collaborate efficiently, which led to exponential growth and increased performance.
Outcome: I achieved the highest levels of trust on any teams in the organization. The teams that worked with me improved product implementation rates by 50%, and consistently delivered quality products on time and on budget.
Case Study #5
Problem: A large equipment rental company needed help managing their Commercial Construction Management Accounts. ROI was 20% lower than all other regions, and took twice as much effort to manage the accounts receivable portfolios.
I Did This: I revised their accounts receivable portfolio strategy, coached and trained store personnel, store managers and regional directors with the new strategy.
Outcome: Within a year, the organization increased the monthly cashflow by more than $ 1.5 Million per month and reduced hours to manage portfolio by 50%.
Case Study #6
Problem: A large privately held global food corporation needed support with a small international agile implementation.
I Did This: As their Senior Agile Coach, I collaborated with a small team of coaches to create and deliver all of their teams training, workshops, and assessments.
Outcome: Our team introduced and implemented agile with multiple internationally distributed teams from inception to production. The teams were successfully able to implement their global food CMS system.
Case Study #7
Problem: A major healthcare organization wanted to create an internal Scrum Community of Practice.
I Did This: I connected with and recruited motivated individuals across the organization to identify need for education, mentoring, support, and leadership. We used our acquired knowledge to create COP’s, Community of Practice, for their ScrumMasters, Product Owners, and Teams.
Outcome: Quickly agile adoption began to occur. All roles and team members felt supported on their transformation journey. While the role specific COP’s were very well attended and received, we discovered the culture of the organization truly evolved once all roles attended together and learned more about each other’s roles and responsibilities. Eventually this COP grew from one company, to a local community attended by multiple local companies, and now is a monthly global online meetup.eir operational capabilities.