Kellogg’s
“The business is doing great, but the team has experienced a lot of change in a short time. Our goals are 1) to build a culture that is curious and wants to win, 2) to build a strong leadership team, and 3) to manage retention.”
Stephanie Kennedy
Sr. Director, Global Talent Management and Acquisition
Kellogg’s Case Study
The Challege
Corporate leadership of a global consumer products company must determine whether a specialty products division has what it takes to lead innovation.
The Assessment
Factions amongst teammates remain following a leadership transition.
The Action
Team assessment metrics reveal the need for change management intervention so that team norms can be re-anchored to support an innovative culture.
The Outcome
With a foundation of mutual accountability established, team leadership models disruptive innovation by suggesting numerous product variations unparalleled in the market. Sales skyrocket and teammates begin to take greater risks.