Our Impact
a record of success
Our expertise and success stems from formal education and years of experience partnering with clients on sensitive and complex projects—from single team efforts to multi-workstream, enterprise-wide, and global business initiatives.
Below are a few stories of how we’ve helped organizations strengthen teams, accelerate learning, and lead change with confidence.
Let’s explore how we can create impact together.
Team Strategy Cases
From honing team roles and responsibilities to designing team operating models, we help leaders create work environments where their people can thrive.
CLIENT: Global finance and commercial insurance company
REVENUE: $10.7 billion USD
COMPANY EMPLOYEES: 6,000+
OPERATIONS ASSOCIATES: 500+
New Operations Training, OD & Communications Team
THE CHALLENGE
The client needed to centralize training for 500+ Operations associates after years of ad hoc, decentralized delivery by non-trainers—resulting in inconsistent quality and inefficiency. They needed to stand-up a new team with a complete operating model but didn't know where to start.
OUR APPROACH
THE IMPACT
- Delivered a complete operating framework enabling the team to launch with a clear structure, standardized processes, and scalable governance
- Positioned the team to accelerate onboarding and upskill 500+ associates more effectively
- Client now has a modern training operation that can grow with the business
CLIENT: State Bureau of Motor Vehicles
GOVT EMPLOYEES: ~1400
OD TEAM: 17
Government OD Team
THE CHALLENGE
The Indiana BMV needed to assess whether its 17-member OD/Training & Development team was positioned to meet enterprise-wide learning and OD needs. With limited visibility into current capabilities, effectiveness, and learning systems, leadership couldn't make informed decisions about resource allocation, technology investments, or strategic priorities.
OUR APPROACH
We conducted a comprehensive three-part assessment: enterprise-wide learning needs analysis (interviews, focus groups, surveys across all levels), OD/T&D team effectiveness evaluation (roles, capacity, processes, handoffs), and learning systems analysis (LMS, knowledge management, content systems). We benchmarked findings against industry best practices and delivered a strategic roadmap with prioritized recommendations.
THE IMPACT
- Assessment informed BMV's strategic and financial planning, enabling leadership to identify high-impact opportunities, set multi-year goals, and allocate funding strategically
- Provided actionable roadmap to transform enterprise-wide learning management and delivery
- Strengthened OD team alignment with organizational needs and industry standards
CLIENT: Fortune 100 American insurance company; enterprise new agency owner education department.
REVENUE: $33.3 billion USD
COMPANY EMPLOYEES: 38,000+
EDUCATION TEAM: 8
AGENCY OWNERS: 9,300+
Enterprise Sales Education Team
The client's 8-person national sales education team was managing curriculum for 9,300+ agency owners but lacked clear, efficient processes and a way to collaborate effectively with regional teams. Without formal governance, curriculum management tools, or structured communication channels, the team struggled to maintain consistency, regularly engage regional feedback, and scale their impact. We partnered with the Team Lead to assess current roles, responsibilities, processes, and handoffs; then recommended changes to optimize team operations. We designed a governance model and communication process to monitor program effectiveness. To solve the systems gap, we built a custom SharePoint site that centralized curriculum management, enabled two-way communication with regional teams, and streamlined the administrative experience for facilitators.
THE CHALLENGE
OUR APPROACH
THE IMPACT
Learning Strategy Cases
We don’t create “training” — we get creative to design learning experiences that rapidly develop mission-critical knowledge, skills, and capabilities and that learners actually enjoy.
CLIENT: Multi-national pharmaceutical company; global Finance department.
REVENUE: $11 billion USD
COMPANY EMPLOYEES: 17,000+
GLOBAL FINANCE ASSOCIATES: 600+
Global Financial Leadership Learning Program
THE CHALLENGE
The client was transforming its Budget and Control (B&C) organization and needed to prepare global associates to live into more strategic roles and responsibilities. They wanted a cohort-based learning academy aligned with AICPA's Chartered Global Management Accountant (CGMA) competencies that would elevate Financial leadership capability, tie learning to real work, and serve as a template for enterprise-wide Finance learning.
OUR APPROACH
We designed a six-month blended learning strategy (onsite workshops, self-study, cohort collaboration, application validation), aligned with AICPA's CGMA framework; then built and facilitated the entire pilot—from kickoff materials to participant workbooks to three 3-day intensive workshops.
THE IMPACT
- Received the P.U.R.E. Award from The CARA Group (client-nominated for Professionalism, Understanding, Responsibility, Excellence)
- Program piloted with 10 global associates and received highly positive reviews and results-based feedback from participants' leaders
- Learning program solidified into the Finance culture, and key leadership components of the program were replicated in other enterprise functions
CLIENT: Fortune 500 American food service distributor.
REVENUE: $25 billion USD
COMPANY EMPLOYEES: 25,000+
Enterprise Leadership Development Strategy
THE CHALLENGE
The VP of Talent Management identified a critical need for enterprise-wide leadership training that aligned with how people actually learn (70/20/10 model) and that adapted to leaders at different stages—from emerging high-potentials to new frontline managers to experienced incumbents. The organization needed a scalable, flexible framework that could meet diverse needs without overwhelming resources.
OUR APPROACH
We conducted a cross-organizational needs assessment to identify essential capabilities, then designed a comprehensive 70/20/10 leadership learning strategy, with flexible pathways (self-paced, social, and facilitator-led options) for leaders at all levels. We delivered a detailed implementation blueprint including program components, communication plan, resource requirements, and timeline.
THE IMPACT
- Provided a scalable framework for developing leadership capabilities across the enterprise
- Flexible design allowed for personalized learning experiences tailored to leaders' development stages
- Positioned the enterprise to strengthen leadership capabilities and improve talent retention through targeted development
CLIENT: Fortune 100 American insurance company; enterprise new agency owner education department.
REVENUE: $33.3 billion USD
COMPANY EMPLOYEES: 38,000+
EDUCATION TEAM: 8
AGENCY OWNERS: 9,300+
National New Agency Owner Education Transformation
THE CHALLENGE
The client's 10-week lecture-based national sales education program wasn't delivering the results the business needed. New agency owners spent too much time away from home and their businesses, engagement was low, and time-to-productivity was slower than desired. The education team needed to modernize the program while maintaining quality and accelerating outcomes.
OUR APPROACH
We redesigned the entire program—compressing it from 10 to 6 weeks, transforming lecture-based content into interactive and experiential learning, and implementing a staggered design-development-pilot approach to test and refine each module. We also designed and facilitated train-the-trainer sessions to strengthen the team's facilitation skills.
THE IMPACT
- Shortened program from 10 to 6 weeks, reducing time away from business
- Accelerated time-to-productivity for new agency owners
- Increased contact-to-close ratios for program participants compared to incumbent agency owners
- Strengthened collaboration and alignment between national and regional sales education teams
- Improved participant satisfaction in qualitative feedback
Change Strategy Cases
Whether sparked by transformation, technology, or external forces, change is never simple. We bring clarity and structure to complex, high-stakes transitions—ensuring that leaders, teams, and employees are engaged, confident, and equipped to succeed.
CLIENT: State Bureau of Motor Vehicles
GOVT EMPLOYEES: ~1400
Largest Legislative Change in State History
THE CHALLENGE
Indiana enacted 500+ changes to its driver code—the most significant legislative transformation in BMV history. The changes would impact every process, policy, system, customer, and employee statewide. The Bureau had an urgent timeline and needed a comprehensive change strategy to prepare 1,400 employees and avoid organizational and political chaos.
OUR APPROACH
Brought in with a tight deadline, we conducted a rapid multi-workstream impact analysis, designed an agile-aligned communications and education strategy, created themed templates and FAQs, and delivered the first implementation wave while training the internal OD team to sustain it.
THE IMPACT
- Completed full assessment, strategy design, executive alignment, and first wave implementation in under 3 months (would typically take 6+ months)
- Initiative rated as "the BMV's most successful change initiative" by the Commissioner
- Change strategy received high praise for its completeness and ability to prepare the organization for this critical change
CLIENT: 5-state BCBS Licensee; largest customer-owned health insurer in the U.S.
REVENUE: $17 billion USD
COMPANY EMPLOYEES: 28,000
Healthcare: Legislative Implementation
THE CHALLENGE
The client needed to implement the most significant healthcare legislation since the Affordable Care Act (ACA)—the Transparency in Coverage Final Rule and Consolidated Appropriations Act/No Surprises Act. The complex regulatory change impacted operations across a five-state BCBS operation that serves 26 million members. With tight deadlines and high visibility, leadership needed an enterprise-wide change strategy to navigate complexity and ensure compliance.
OUR APPROACH
We conducted a rapid stakeholder assessment and impact/risk analyses, designed a strategic communications strategy, built an automated FAQ system using PowerAutomate/SharePoint to reduce leadership burden, and collaborated with the web development team to create a dedicated microsite. We worked cross-functionally across all leadership levels and functions to ensure the effective dissemination of information.
THE IMPACT
- Delivered governance framework and change strategy that enabled coordinated execution across international markets
- Positioned leadership with a clear roadmap, stakeholder-specific messaging, and tools to drive alignment
- Framework supported the client through complex sales restructure during high-stakes transformation
CLIENT: Fortune 100 American insurance company; corporate HR
REVENUE: $33.3 billion USD
COMPANY EMPLOYEES: 38,000+
Shift to HR Outsourcing
THE CHALLENGE
The client was outsourcing and automating several HR business processes to reduce costs and enable self-service—a sensitive change that impacted both the internal HR organization (significant role changes) and 38,000+ employees enterprise-wide. The multi-workstream initiative required a coordinated change strategy that managed anxiety, maintained trust, and drove successful adoption.
OUR APPROACH
We conducted stakeholder impact assessments for every business process workstream, leveraged existing communication channels strategically, and designed overarching and workstream-specific communication strategies. We developed comprehensive leader support materials (handbooks, key messages, FAQs, newsletters) to enable a smooth transition across HR teams and the broader organization.
THE IMPACT
- Successful adoption with minimal disruption across all business units
- HR teams and enterprise employees were well-prepared and confident managing the transition
- Client credited our structured, sensitive approach with maintaining trust and clarity throughout the transition