John was a newly appointed manager with a major utility company. With his new position, he inherited a team of 13 supervisors. Most were long-term employees and John was much younger than all of his direct reports. Many of the supervisors felt they should have been given the promotion and resented John's appointment. He soon discovered that the performance of his supervisors was below par. Building a cohesive team was a much bigger challenge than he thought.
Despite his best efforts John encountered resistance, and performance did not improve. He knew that they were unhappy, but he could not get them to talk, he decided to utilize 20/20 Insight Gold to collect feedback on his own management style.
John hired a consultant and together chose the competencies they deemed critical to his effective leadership. The consultant met with John's team and assured them that feedback would remain anonymous.
Working with the consultant John met with each team member and explained how he would improve areas of priority and also discussed certain behaviours that he would not change.
He saw an immediate change in his team, resistance decreased, performance improved and the team started to pull together and achieve the desired results. Soon, they started to meet or exceed all performance objectives and John attributed 20/20 Insight as the key to opening dialogue.