A Multi-Faceted Entertainment Company

Situation

A privately-held company that was newly acquired by a Fortune 500 company
A new president who rose through the ranks of the target company
A traditional management culture (a.k.a. a command-and-control style)
$0.5B annual gross revenues; 5,000 employees; three major operating divisions

Objectives

Create high-performance people practices
Build leadership competencies and bench strength
Ready the organization for a dramatically heightened competitive environment
Become employer-of-choice in, what was for them, a newly competitive environment
Become a premiere entertainment destination

Blueprint and Achievements

Phase I: Discovery

Conduct Organizational Audit, Organizational Survey, and 80 interviews
Perform Competitive Analysis
Perform Benchmarking and Gap Analysis

Phase II: Leadership Signs On

Debrief Leadership Cabinet as a group
CEO, VP of HR, & tGCP debrief each divisional leader
Conduct a Gap Analysis for each division

Phase III: Development of Change Strategy

Cabinet retreats: Establish Vision, Mission, and Core Values
Craft a Strategic Business Plan
Design an Organizational Performance Scorecard
Devise a roll-out strategy for each division

Phase IV: Alignment of the Organization

One-on-one coaching of top three levels of management re: “walking the values”
Executives debrief the entire organization
A summary of the Strategic Plan is distributed to 5,000 employees
Multiple Response Initiative Teams (RITs) are formed to own/execute various parts of the roll-out strategy
Dozens of new communication channels are built

Phase V: Implementation, Integration, and Coordination

Institute Succession Planning and Development
Initiate Upward Evaluation process for supervisors/managers
Form cross-functional Marketing Team
Form Customer Service Task Force
Deliver Customer Service Training to the entire company
Implement Mystery Customer Study
Refine compensation system
Launch RITs: One Division identifies 27 key action items

Phase VI: Consolidation, Evaluation, and Refinement

Maintain high-level of feedback: 360°, upward evaluations, customer data, repeat employee survey, etc.
Monitor Organizational Performance Scorecard progress
Mentoring program, daycare center, company store, enhanced recruiting selection protocols, Customer Service II to come online during the second year