A Federal Law Enforcement Agency asked us to intercede in one of their largest offices. A change announcement was scheduled to be made in less than two weeks and the resentment level within the office was so high that the executive team was concerned about the outcome. Using the proven tools and processes of Enlightened Leadership Solutions to prepare the top team for the introduction of the change, executives received applause instead of resentment and resistance.

Fortune 50 Company
A Major Computer Manufacturer, already famous for its incredibly well-run, just-in-time manufacturing, was able to cut almost $10 million in costs while improving quality, safety and employee engagement. They have now licensed Enlightened Leadership Solution's tools and processes to continue to develop some of the best managers, supervisors and employees in the industry.

Team Turnaround
A technical manual development team had become dysfunctional over its 5 year life. Executive management was unable to effectively resolve product related problems the team was experiencing. The program was rapidly approaching a critical milestone that was a deciding factor in its continued existence. Overall success was dependent on the team's ability to resolve the product problems. Management had very little confidence in the team's ability to overcome their challenges. Within six months of our con sultation, the team was able to develop, communicate and implement an effective plan to achieve their program goals. One year after implementation of the plan, the team turned around what appeared to be a doomed program.

Performance Improvement
A joint military, federal government and private sector management team faced enormous political pressure to get an aircraft program involving acquisition, production and delivery teams to perform at a higher level. Ineffective collaboration between the government and the military was affecting the quality of aircraft being produced. By implementing our Integrated Project Team processes, the teams were able to develop and implement a strategy that integrated managers and their teams into a multi-disciplined team environment. This allowed for the rapid identification of organizational challenges with representation from all departments, resulting in sustainable solutions. These clients have continued to use this approach on projects ever since.

Salvaged Project
A software project was slated for termination because it was over budget, and over a year behind schedule. After implementing the ELS Integrated Project Team process, the project was turned around and delivered in less than five months, salvaging a $20 million investment.

Collaboration
With 17 people dying each day in the United States while waiting for an organ transplant, the Division of Organ Transplantation realized that a different approach to the problem was needed. We worked with this client to develop cross-functional teams that include hospital administrators, doctors, nurses, and key leaders from various organizations in order to change the process for organ procurement. The project is on-going and organ donations have increased dramatically each month across the nation.

Project Turnaround
A complex fixed bid IT project was 18 months behind schedule with only 10 months to go before a $30 million dollar penalty for late delivery was enforced. By introducing the tools and processes of Enlightened Leadership Solutions, this multi-national team was able to deliver the project one month ahead of the original delivery date, saving the $30 million in penalties plus the huge costs that late delivery would have added to the penalty.

Find High Performers
A major pharmaceutical company was frustrated with the performance of a number of their sales representatives. In a blind test, Enlightened Leadership Solutions gave a 30-minute online assessment to four salespeople. We not only accurately identified which two were high-performers and which two were mediocre performers, we were also able to define the reasons for their performance levels. This client is currently implementing the Enlightened Leadership Talent Selection & Development System.

Benchmarking A Role
A fast-growing, worldwide company wanted to fill a key senior executive role. Enlightened Leadership Solutions worked with senior managers for half a day to establish a clear and measurable benchmark for that role. Within one hour of beginning the benchmarking process, the CEO said, " I cannot imagine having tried to fill this key position without going through this process to determine the critical soft skill (personal skill) needs of the role." They went on to hire for the role based on the clear model of the job needs.

Finding the Right Person
A major software developer was hiring a number of people for the role of Quality Assurance Coordinator. When they used our Talent Selection System to benchmark the needs of the job, they were able to see how some of their people were not a good match for the job. This was correlated to performance in the role and linked to a supervisor who had a tendency to hire people like himself instead of people who were a good fit for the position.

A Job Model
A rapidly growing, high-tech, national recruiting firm used the Enlightened Leadership Solution's half-day process to benchmark their key recruiter role. They then assessed their top performers using the Personal Talent profile and validated a close correlation with the new Job Model. This established confidence that they now know exactly what they are looking for in new hires for that role. As a result of this success, they are now benchmarking other key roles in their firm, and have trained all their office managers in the use of the new Talent Selection System.

Talent Development
A major federal agency wanted to determine the development needs of it's senior managers based on the 27 Core SES Leadership Competencies. Enlightened Leadership Solutions recognized that it could actually measure 23 of the 27 competencies. This unique capability allowed a direct, simple assessment of the managers and provided individual reports on their strengths and opportunities for development based on the 23 core competencies. All of this was performed without the need for extensive and expensive 360 ---degree assessments.