| Administrative Organization of a Federal Agency |
| Problem |
Need to create a strategic business plan that address customer requirements and has the buy-in of frontline employees as well as managers within the organization. |
| Solution |
Agency, working with BottomLine Solutions, implemented strategic planning process that engaged a cross-section of the organization representing all levels and functions along with external stakeholders. |
| Results |
The group defined their vision of the ideal future and the projects that will enable them to take the critical first steps toward realizing that future. These projects became the tactical plan for the coming year. |
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| New Unit of Large Federal Agency |
| Problem |
Need for clarity in the mission and poor working relationships. |
| Solution |
BottomLine Solutions worked with the client group to understand personal communication styles and initiated a planning process to clarify the unit's mission statement and the goals to achieve their mission. |
| Results |
The group has a better understanding of individual style and the dominant style of the group and how their styles impact performance. They have developed a mission statement and specific goals for each unit/department. These actions have resulted in better allocation of resources and improved communication between units and improved productivity within units. |
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| A Temporary Staffing and Recruiting Firm |
| Problem |
Communication issues within the organization among the managers and non-managers and between managers and non-managers. |
| Solution |
BottomLine Solutions provided individual style assessments and feedback to the group, individually and collectively and conducted a Communications Skills Workshop for the group. |
| Results |
The group developed an understanding of their differences and their similarities and their strength as individuals and as a group. They also developed skills that enhanced their personal effectiveness that translated into streamlined procedures, reduced organizational conflict and improved productivity. |
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| Local Government Independent Agency |
| Problem |
Lack of agency cooperation, lack of focus on management processes, need to create a results-based, high performance culture. |
| Solution |
BottomLine Solutions planned and led management conferences for all senior level managers of several independent government agencies to align leadership styles, systems thinking competencies and management work processes with the organizational change process. |
| Results |
There was improved communication among and between agency employees. Managers gained a common understanding of the agency's mission, gained the tools necessary to develop streamlined procedures and processes and aligned their vision of a high-performance culture. |
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| An Electric Utility |
| Problem |
Need to develop enhanced leadership and management skills to lead the organization into the coming era of competition. |
| Solution |
BLS performed an organizational assessment and designed a Leadership Development Process the centerpiece of which was a three-day leadership development Workshop. |
| Results |
Middle managers developed the skills necessary to coach and develop people to prepare them for the new environment of competition. The course design included the opportunity to dialogue with the president and other key executives about key issues, which served to open communication and enhance the participants' ability to do their jobs. |
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| A Small Publishing Company |
| Problem |
Need to improve communication and relationship among management and staff and improve the business planning process overall management of the firm. |
| Solution |
BLS designed a coaching and development process and a set of performance objectives for the owner and president of the firm. BLS also put together a process including a two-day retreat to deal with communication/relationship issues among the management and staff. |
| Results |
The owner and president developed a better understanding of himself, his behavior and the impact of his behavior on others. By setting out specific performance objectives the president is more focused on key objectives and has made significant progress in moving the firm in the direction he wants it to go. The retreat, along with his management objectives, understanding of his behavioral style and it's impact on others enabled the group to get their issues out on the table and begin the work on improving communication and work place effectiveness. |
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| Large Business Unit of a Federal Agency |
| Problem |
A lack of focus on accountability for performance and results; perception that recognition and reward system is ineffective. |
| Solution |
BottomLine Solutions conducted an audit of the performance management system, including review of actual performance plans, evaluations, employee development plans and awards systems. |
| Results |
The process identified where disconnects occurred within the performance management process and how those disconnects inhibited individual and organizational effectiveness. The client implemented recommendations that restored the clear connections between the phases of the process and the integrity of the process.
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