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Overview:
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Misaligned self-perceptions with internal customer’s perceptions of department’s strengths and areas for development.
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Issue:
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Misaligned perceptions were preventing the maximum effectiveness of relationships and business outputs, between departments and/ or colleagues |
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Need:
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360-degree discovery and coaching sessions
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Solution:
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Riverbend conducted 4 360-degree personal development programs comprised of a 360-degree discovery and interview process, behavior-style awareness and training program, summary and go-forward recommendations coaching sessions. |
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Result:
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Program has resulted in internal customers’ satisfaction that team members are owning their development, as well as team member’s commitment closing the gap between perception and reality.
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Overview:
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Roll-out of new Sales Management Core Competency model.
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Issue:
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To train and reinforce the new District Manager Core Competency model – with the focus on retention and applicability to their day-to-day job. |
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Need:
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Solution:
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Riverbend customized and facilitated its Amazing Race: Las Vegas ABL to the sales management team. Each core competency was specifically targeted during each leg of the race. The ABL concluded with an extensive debrief during which the DMs made direct applications to their responsibilities and shared best practices. |
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Result:
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The team was “quizzed” post program on retention of core competencies and scored 100% (compared to less than 50% prior to program). |
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Overview:
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The customer was making too many hiring decisions that were not aligned with their core values and success criteria behaviors. The result was either poor performance or turnover. Either way, the company’s hiring process was costing them money and was not going to helping them drive the company forward.
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Issue:
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Need:
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To quickly either develop in-house or find a partner to help develop an interview training program that was customized to customer needs and would immediately impact success in hiring decisions.
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Solution:
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Customer hired Riverbend to customize an interview training program that was modeled on their ten Success Criteria Behaviors. Riverbend also facilitated the half-day training program – and will continue to facilitate the program every time they schedule an interview training session.
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Result:
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Customer implemented new learnings as early as the very next week in interviews. Customer has been a repeat customer with Riverbend since this first engagement for the past 3 years.
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Overview:
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The customer was concerned their internal training and development programming might not be meeting the company needs, as well as investments might not be targeted in the right areas.
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Issue:
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Need:
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A needs assessment and gap analysis for Human Resources Development training programming.
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Solution:
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Riverbend developed and deployed a discovery survey, focus groups and one-on-one interviews. The information gathered was utilized to form a Gap analysis and needs prioritization. |
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Result:
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The customer was able to make timely and relevant business decisions on which training classes they should continue, cease, and/ or be added, ensuring internal customer satisfaction.
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