Only a small percent of achieving results has to do with strategy. There are a complex set of drivers of results most of which have to do with the people, not strategy and systems.
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Closing Gaps in Organizational Capability

Some of what we can do:

  • Take stock of organizational capabilities required to execute well. Companies generally have many strengths that they can use to implement a strategy. But often they risk using these strengths in overdrive and failing to develop the new ones that are required to pull off the strategy. We help you sort out which capabilities to leverage and what to build. Moreover, we help you target the specific roles that need attention so you can target your investment in new skills and decide whether to build or buy the talent you need.
  • Clearly zero in on what results you would like to get that you are not getting and think through what specific investment and approach will get those results as soon as possible. We believe in highly focused projects aimed at measurable results with clear action steps. We start with the question, “What business results do you want to achieve” and then help you develop the solution-versus starting with the solution first.
  • Project your organization into the future to examine, in very creative ways, how you could change to better deliver the value you intent to deliver to customers. We use visual tools-metaphors as well as images-as well as data to help clients break out of constraining models. We also use rigorous problem solving approaches to help you make good choices that will work.

An example:

A large very successful specialty financial services firm that had been growing at break neck speed, faced an industry wide downturn. They wanted to keep the spirit of innovation and competitiveness high and retain high performers (whose bonuses went down), so Jeannie:

  • Created an approach to identify infrastructure and workforce improvements (that they had been too busy to attend to).
  • Helped them develop a strategy for retaining critical talent.
  • Worked with them to communicate the strategy in ways that continued to engage the workforce's energy and interest.
Resulting in continued high morale, retention of key talent and, when the economy turned around, this firm being in tip top shape, far stronger than competitors, to grow the business.

I found Jeannie Coyle to be especially helpful in resolving a number of issues relating to organization and culture in my company. In particular, Jeannie was able to quickly grasp what we were trying to accomplish at the strategic level and develop actionable solutions that aligned to our cultural environment and our central business strategy.  Jeannie clearly understands business strategy and has the unique ability to provide straight forward solutions that build an organization's capacity to support and carry out the strategy and objectives.  It is refreshing to find a resource such as Jeannie who this level of business acumen. 

Peter Arezzini, CEO Security Company

Client Quotes:

"When we wanted to stand back and think big picture about the future of our global HR organization we spent time with Jeannie to broaden our perspective. In a very short period of time we were seeing new ways to think about the “business” of HR and strategies for improving our delivery of value to the business. We got to where we are faster because of her help."

Kay Grenz, SVP, HR 3M