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Client Engagements:
Metropolitan Police Department
Pharmaceutical Manufacturer
US Department of Interior
Department of Health and Human Services
Global Manufacturer
US Navy
US Air Force
CLIENT: METROPOLITAN POLICE DEPARTMENT
PROBLEM: Fragmented culture, disengaged workforce
SOLUTION: Culture and Engagement Study with intervention and follow-up
For this and all of our engagements, our methodology is simple, but proven. We ask our clients three questions:
- Where are you at TODAY?
- Where do you wish or need to be in the FUTURE?
- How can we help you to get there?
Where are you at today?
First, we listen. We identify the problem that has to be fixed. Next we investigate. Why does this problem exist? We talk to everyone, in person or by survey. Establishing a clear picture from all angles is essential. This establishes our baseline.
Where do you wish to be?
We begin developing strategies to address the problem and build a vision of what the solution might look like.
We perform quantitative and qualitative analysis including gap analysis of objectives/goals and compare current state to desired future state. And we share: by conducting industry and research best practice audits, our clients see their potential.
How can we help you to get there?
We work closely with our clients to help them implement recommendations. We track progress, re-assess and compare with your baseline and industry benchmarks.
OTHER CLIENT ENGAGEMENTS
Client: PHARMACEUTICAL MANUFACTURER
Problem: Big Pharma manufacturer spins off one of its drug production facilities. The facility, acquired by an international chemical company, must transform from a ‘deep pocket/heavily subsidized’ big pharma company, to a lean, contract manufacturer. Big Pharma is now their customer and to compete with other companies who can produce a drug at a competitive price, they must change their culture and become much more customer focused.
Solution: Panoptic personnel helped drive the change by leading top management through strategic planning, visioning, and goal setting. Following best practices and latest research in leading change, Panoptic Insight provided managers with knowledge and tools to drive change and provided executive coaching services to managers struggling to adapt to change.
Client: US DEPT OF THE INTERIOR
Problem: A Bureau within the US Department of Interior was struggling with coordination of non-Headquarters (outside of DC) personnel at their 12 regional locations throughout the United States. A culture of mistrust was developing, creating a dangerous faultline between HQ and the regions.
Solution: Panoptic Insight provided customized hands-on teambuilding training in order to enhance communication both within regions, across regions, and with HQ. Our mediation experts also worked with several regions to provide alternative dispute resolution services minimizing hostilities between employees.
Client: DEPT OF HEALTH AND HUMAN SERVICES
Problem. Center for Medicare Services was having difficulty sharing information and knowledge across regional offices. Lack of information and knowledge gaps were negatively affecting services to clientele.
Solution. Panoptic Insight provided consultation, training, and development for all twelve regional offices, improving members’ knowledge, skills, and abilities for leveraging technology to communicate, process, and share information. Employees increased their ability to communicate virtually, improving inter-regional relationships and improving customer service.
Client: GLOBAL MANUFACTURER
Problem. The company was experiencing a high degree of variability in employee engagement and productivity across its 18 plant locations in the United States.
Solution. Panoptic Insight conducted a leadership and employee empowerment and engagement survey to help the client uncover the sources of low morale and inconsistent performance.
Client: NAVAL SUPPLY COMMAND
Problem: The civilian leadership needed a customized leadership development program to prepare their future high potential, senior leaders in accordance with the Office of Personnel Management’s executive core qualifications.
Solution: Panoptic Insight developed a two-week custom leadership development program for high potential leaders in the NAVSUP organization. In addition, Panoptic Insight worked closely with each participant, mentoring and coaching them throughout their leadership journey.
“I became a better leader because of what Panoptic Insight delivered, and the way they delivered – and I am eternally grateful”
Mike D., Lean Six Sigma Blackbelt, GS-13 government manager, US Navy
Client: US AIR FORCE
Problem. The Air Force was interested in understanding how to improve relationships between leaders and their followers, and how distance affects these relationships.
Solution. Panoptic Insight researchers conducted an in-depth study of Distance Leadership by surveying over 1,500 leaders and airman across 52 Air Force Squadrons.