Leaders need to improve their soft skills. Managers need to refresh their management and leadership skills. Supervisors struggle with communication, conflict resolution, and accountability and have a difficult time transitioning from individual contributors to leaders. Technical workers, usually with advanced degrees, may have issues managing peers.
View our case studies and testimonials to learn how The Leadership Journey™ has helped companies overcome this challenge.
Shamrock Foods Improves Supervision and Employee Engagement by Focusing on Learning and Applying Leadership Skills
At Shamrock Foods, individual contributors were promoted to supervisors based on their operational skills, not leadership potential. Eventually, the supervisors became managers. However, there was no formal leadership development plan in place for supervisors or managers.
The new HR director was promoted from within, so he knew firsthand that developing a formal leadership development program would provide immediate benefits and quick ROI.
He planned to build a program in-house because nothing he could find focused on behavior change and the application of skills, until he found The Leadership Journey™.
Learn how implementing The Leadership Journey™ facilitated better supervision throughout the organization, changed behaviors, drove engagement, and helped leaders become more genuine and authentic. View case study highlights.View Case Study
Mitchell Grocery Distribution Achieves a Whopping 18% Increase in Cases Packed Per Hour
As a result of Mitchell Grocery’s rapid growth, a new HR director was brought on to formalize the human resources department and set up the company’s first leadership training program.
With people getting promoted from within to supervisory roles based on performance and job skills but no formal management experience, there was a leadership skills gap.
Mitchell Grocery looked for a turnkey solution that could be used in-house. Their requirements included flexible delivery options to meet demanding schedules and a straightforward approach so supervisors could understand new skills. Training had to be easy to implement and manage.
Learn how Mitchell Grocery achieved phenomenal success with its first leadership development program. Highlights include an 18% jump in productivity, improved employee morale, and a 90% reduction in employee problems as a result of using The Leadership Journey™. View case study highlights.View Case Study
Bauer Built Achieves “Fantastic ROI” by Improving Communication Skills and Teamwork in Managers
Bauer Built wanted to establish a leadership development program for its managers and supervisors that focused on people skills while making promotions to leadership positions more appealing.
Learn how they leveraged The Leadership Journey™ to achieve “fantastic ROI” by improving communication skills, teamwork, productivity, big-picture thinking, and problem-solving skills while reducing stress. View case study highlights.View Case Study
After Implementing Their First In-house Leadership Training Program, Eastern Propane & Oil’s Frontline Leaders Learn to Communicate, Coach, and Manage with Respect
Eastern Propane & Oil’s frontline supervisors had been placed in leadership positions without any type of formal training. They were very familiar with working in the field and doing the work, but not necessarily with leading their people.
Eastern needed their first-ever in-house leadership training program to develop critical leadership skills. Learn how they were able to quickly roll out a structured leadership training program across seven states and reach hundreds of staff—from frontline leaders to executives—with The Leadership Journey™.
Supervisors learned to lead, coach, communicate, and manage people with respect. The company developed a common leadership culture using consistent methods to help supervisors lead and manage their teams. View case study highlights.View Case Study
Brook + Whittle Achieves Exceptional Results Using an Evidence-based Approach for Their First Leadership Development Program
As a result of very rapid growth, many frontline leaders were promoted with no formal training or experience in supervising and managing others. The company was growing faster than new leaders could be trained.
Brook + Whittle needed to implement their first formal leadership development program quickly at eight plants in four states. Their goal was to develop a consistent approach to management with an off-the-shelf, turnkey program that had a proven track record of changing behavior.
Learn how they built a unified company and culture and achieved “exceptional results” like improved teamwork, communication, professionalism, and problem solving. You’ll also learn the three added benefits they never anticipated when they started The Leadership Journey™. View case study highlights.View Case Study
After Tripling in Size, LifeSynch Reenergized Employees and Boosted Productivity by Developing Leadership Skills in Supervisors and Managers
An entrepreneurial company, LifeSynch was experiencing tremendous growth—in fact, it had tripled in size. This growth meant that employees who were great operationally were quickly being promoted to management roles without any training in how to be a good manager or lead other people.
LifeSynch wanted to quickly develop their managers’ and supervisors’ leadership skills. They wanted a turnkey program that they could start using in-house immediately and on an ongoing basis as new leaders were promoted.
Learn how LifeSynch was able to grow leadership skills in managers, boost productivity, and reenergize employees with The Leadership Journey™. View case study highlights.View Case Study
Sherry Laboratories Improves Key Metrics by Developing Leadership Skills in Technical Supervisors (Engineers, Chemists, and Biologists)
Sherry Laboratories had white-collar technical professionals—like engineers, chemists, and biologists—who were excellent employees and promoted into supervisory positions without supervisor training.
A group was sent to a local college that offered seminar-style classroom sessions, but it wasn’t a good fit for their adult learners. They decided they needed a program that taught a maximum of 2–3 skills during each session and that would deliver the same consistent message at all their locations.
The company was also looking for a program where supervisors could lead group discussions, limiting travel for the training team. They decided to offer two modules a month from The Leadership Journey™ during lunch-and-learn sessions. They were delighted with the results, concluding that, “The Leadership Journey™ was a great investment.” View case study highlights.View Case Study
The City of Aiken Achieves Overwhelming Success Bringing Leadership Training In-house
With a reduced budget and increased costs, only a few of their supervisors could be trained at a local community college, so the City of Aiken decided to bring training in-house.
Aiken had a one-person HR department, and time was a scarce resource, so they wanted an off-the-shelf turnkey solution.
Supervisors and managers were promoted from within, so leadership training had to work for existing leaders as well as employees who were next in line for promotion. Courses had to fit within regularly scheduled meetings, align with organizational values, and be relevant to the city’s new mentoring program.
Learn how the City of Aiken used The Leadership Journey™ to improve leadership skills, people skills, and confidence in supervisors and managers. Discover how their soon-to-be leaders were able to hit the ground running after being promoted and why participation requests increased 100%. View case study highlights.View Case Study
A Focus on Leadership Development at ABHM Reduces Turnover 10%, Boosts Employee Satisfaction, and Improves Patient Care
American Baptist Homes of the Midwest (ABHM) wanted to create a formal leadership development program to improve employee satisfaction with the objective of reducing employee turnover.
ABHM understood that the most important factor in an employee’s decision to stay in a job was having a good supervisor. The research was clear—morale and employee satisfaction are proven to increase with well-developed frontline leaders.
ABHM’s frontline leaders were skilled at performing their operational work, but most had no formal training or experience in supervising or managing others.
Learn how ABHM used The Leadership Journey™ to reduce turnover by 10%, improve employee satisfaction, and build strong communication between staff, residents, and their families ensuring a better care experience. View case study highlights.View Case Study
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