Crowne Holt & Associates

CASE STUDIES

Increasing Revenue and Client Base

Crowne Holt was engaged to help an individual deal with shyness and inability to generate new business. We completed an assessment and the coach and client established specific goals and objectives including: learning about the way she deals with conflict, developing a business plan with targets; branding her image and identifying new areas of business; networking and expanding her involvement in associations; learning how to adjust to different styles of communication; and implemented stress management and exercise into daily routines. The results for the client included her becoming more confident; she increased her book value and elevated her status within her organization which lead to a promotion.

Achieving Potential Growth

A client hired Crowne Holt because she was at a crossroads in life and wanted to change some things about her work and personal life but was unsure of where to start. She was too busy helping others and maintaining pretence of success. We analysed her interests, skills and strengths and established long and short term plans that tackle personal, professional and family issues. The goals included incremental steps towards a new career direction. Coaching also addressed her issues of procrastination, provided a sounding board to discuss complex issues involving politics, leadership and team development in a very political environment. The coaching helped her began to trust her intuition and be more proactive. She has a vision of a new career direction and is "testing" its viability and adjusting as she moves forward.

Improving Effectiveness of a Director

Our client felt the Director was not being effective when the pressure and demands on him began increasing. Crowne Holt was engaged to help improve his effectiveness. We assessed the work demands, and analyzed his challenges and his approach to work. This gave us the information to work with the Director and the client to restructure priorities and change the way his activities were managed. With a clear understanding of his goals and objectives, he was able to interact more effectively internally and externally with clients. He gained confidence and shifted from being reactive to proactive; became organized, and effective at managing his work and relationships. The result was a dramatic increase in productivity - not just for the Director but for his team members as well.

Holding on to a High Performer

Crowne Holt was engaged to help an identified "high performer" to create her ideal job within the organization because they were worried they would lose her. This new position would leverage her exceptional communication and problem solving skills and contributed to the organization and their vision of "value added services". A short term and long term plan for her work and personal life were established with clear goals and expectations. Her transition plan included a more client facing role with innovative, entrepreneurial organizations. She was able to utilize her skills, which resulted in securing more contracts, and re-engaging and provide added value with existing client.

Matching Fit with Competency

A client came to Crowne Holt because he was emotionally stressed and his confidence was low. This IT professional had been fired from his previous job and was having problems finding new work. The coach, through careful investigation uncovered that in his previous company, they were assigning more junior people to the senior project assignments because of a staff shortage. Many assignments were beyond the client's capabilities. Because of his emotional state, his coach advised him to see a doctor and get some counselling, which he did. When he was ready to resume his job search 2 ½ months later he was in good shape. The coaching process re-evaluated his skills and capabilities, what he enjoyed, what was successful doing in what environment. The new awareness assisted him develop new job search goals. He was successful in securing a job that fit all his criteria.

Resolving Peer Conflict

Crowne Holt was engaged for coaching because of an overt conflict between peers on an executive team. We worked with one member and after completing a career assessment, clear goals were established including learning new ways of dealing with other team members. The coach used a conflict inventory to assist with developing strategies. The client noticed she dealt differently with colleagues than subordinates. Because of this insight, the coach led her through an exploration of expectations and she learned she had high expectations of people in certain positions and jobs. She experimented with new conflict strategies. The results were that she learned to modify her behaviour with colleagues, understands her communication style and how it impact others, and applied some mentoring skills she uses with subordinates to colleagues.