Selecting a new CEO
The Client had a shortlist of Four Candidates for final selection for the role of CEO. At the final shortlist stage, each candidate completed The GC Index® as part of the final assessment
Digital Organisation Culture Transformation
Recognising cultural change as the biggest inhibitor to successful digital transformation is one thing, but knowing how to address it is something altogether different.
This project, was demonstrated at Digital Transformation World hosted in Nice, France by GC Partner TM Forum. It was championed by T-Systems and includes GC Partner Concentra, which provides a workforce analytics platform; GC Partner Detecon, providing consulting and integration; The GC Index®, providing a leadership and people impact framework; and HfTL, Deutsche Telekom’s university of applied sciences.
RECRUITING TRANSFORMATIONAL TALENT
A major utilities company was looking for a Programme Manager to lead its major capital asset programme. Due to the nature of the programme, the company was most interested in candidates who were prepared to consider doing things differently – in other words, Game Changers.
M&A CASE STUDY
A Global Finance Consulting Firm whose strategy is to extend its services in cyber consulting by acquiring a specialist company.
As part of the due diligence process, the leadership team of the acquiring company and the target company, were profiled using The GC Index as part of the acquisition due-diligence and formed a language and framework for the post merger integration.
The focus was upon ‘culture fit’: would, and how, would these two teams work together, complement each other and drive accretive revenue synergy.
TIPICO GROUP USE THE GC INDEX® TO ACCELERATE TALENT
Tipico Group, international provider of sports betting and casino games, embarked on a new talent management programme to help individuals contribute beyond the boundaries of their current role.
WATER FOR PEOPLE USE THE GC INDEX® TO SUPPORT ORGANISATIONAL CHANGE
Over 1.8 billion people in the world do not have access to clean water and sanitation.
Water For People, a non-profit international development organisation that operates in 11 countries, exists to promote the development of high-quality drinking water and sanitation services.
An operational and cultural shift is required on achieving Water For People’s game-changing mission of clean water and sanitation for ‘Everyone, Forever’!
Here, they talk about how The GC Index® is helping them.
ORANGE USE THE GC INDEX® TO DRIVE DIGITAL TRANSFORMATION
International Telecoms operator, Orange, set about improving its customer experience by designing digital services that allows customers to enjoy whatis important to them as individuals.
This required the Global CIO team to undergo a digital transformation project, which supported the wider business in delivering across five key areas:
- Offering enriched connectivity
- Reinventing the customer relationship
- Building an employer model that combines the digital with the human
- Supporting the transformation of corporate customers
- Diversifying by capitalizing on all assets
- The dynamic approach of an efficient and responsible digital company
LEICA GEOSYSTEMS USE THE GC INDEX® TO DRIVE GROWTH & INNOVATION
To realise ambitious growth targets Leica Geosystems needed to drive collaboration across the regions, and encourage the wider business to explore and implement new ways to accelerate growth and continue outperforming competitors.
There was a need to invest quality time to explore new opportunities and innovation, whilst at the same time ensure business as usual can continue.
BUILDING A CULTURE OF INNOVATION AT UNICREDIT
UniCredit, an Italian global banking and financial services company, sees innovation as a strategic lever to meet evolving customer needs and stay ahead of the shifting competitive landscape.
With a network that spans 50 markets in 18 countries, with more than 8,500 branches and over 147,000 employees,collaboration is central to achieving this culture of innovation.
UniCredit partnered with The GC Index® to create a six month programme for a selection of its High Potential Leaders – they were called the ‘Champions Group’.