Lexicon, an important steel industry company, had been led by a charismatic, autocratic founder for decades, who stepped down due to health. The new CEO felt that attracting and retaining talented people was important to the organization’s future and recognized that new generations were not responsive to the Lexicon history of autocratic, “When I say jump, just ask how high” management.
The CEO also felt that innovation is key to their future success. The CEO was out to establish his credibility and that of his leadership team because some of the executives were approaching retirement and were soon to be replaced.
Conversant interviewed the executive team members and their direct reports to understand their purposes, concerns and circumstances. We worked with the CEO and 30 influential colleagues to develop a Strategy Story that became the basis for communication, engagement and strategy implementation across the entire company.
To improve team performance and ongoing leadership development, we worked with the Executive Team to develop succession plans by having the close-to-retirement leaders mentor successors. With our DecisionStyles assessment, executives and their direct reports coordinated their talents to improve alignment and execution.
We awaken the world to the power and joy of authentic human connection, setting a new standard for leadership that produces meaningful, enduring impact.
