We can tout the effectiveness of our processes until we’re blue in the collective face but without proof, it’s just words. So we’ve put together a few case studies to further illustrate how much of a difference the Weinstein Factor can make.
Case Study 1
The executive was frustrated, important initiatives were being stalemated, the department’s individual leaders were a non-cohesive group, and communication had broken down. The executive’s focus was splintered by day-to-day crisis and the department was in disarray. Initially, the executive was skeptical that the Weinstein factor could positively alter the situation.
Case Study 2
With the finance department in chaos, the executive was experiencing difficulty implementing procedure with the staff. In addition, communication with other departments was often ignored leading to a lack of credibility throughout the organization. The information received from the other departments was frequently incomplete and inaccurate, which led to extensive year-end overtime. Employee overtime had become endemic in the department. The change agent was assigned by the organization to this mission critical area.
Case Study 3
An overwhelming lack of communication coupled with the insular construction of organizational silos contributed to major inefficiencies within divisions and the organization. Previous approaches had been ineffective in breaking down the organizational silos.
Case Study 4
The executive staff was not responding appropriately to tasks, which adversely affected the overall success of the organization’s vision, mission and goals.