How a Lean HR Team Maximized Its Global Impact
Client Overview
A 170-year-old global organization with operations in over 200 countries and a workforce spanning 54 countries sought to optimize its HR function. The company had recently rebranded its employee relations team as “People Relations,” tasked with workplace concerns and end-to-end employee processes. The function was relatively new, and its leader was the second person to take the helm. The team was small, consisting of only four members responsible for handling employee relations for approximately 9,000 employees worldwide.
Challenges
Despite strong leadership and individual talent, the team struggled with inefficiencies, communication gaps, and an increasing workload. Key challenges included:
A lean team managing an expansive, high-volume scope.
Limited awareness of individual strengths and optimal workflow strategies.
Inefficiencies in decision-making and task execution, leading to process bottlenecks.
A need for a structured approach to optimize teamwork and collaboration.
Solution
Intrigued by Tim’s approach, they sought his expertise to build a stronger, more self-aware team foundation to support the company’s ongoing transformation efforts.
Implementation
Tim designed a customized six-week program leveraging Predictive Index to:
Assess Team Members: Each team member completed a PI assessment followed by two individual debrief sessions with Tim.
Facilitate Team Development: Two structured team workshops were held to align the team on shared language, strengths, and collaboration strategies.
Implement New Processes: Based on PI insights, the team leader redesigned workflow processes to improve efficiency, accountability, and communication.
Results
The impact of the program was immediate and measurable:
Improved Awareness & Communication: Team members developed a shared language to articulate strengths, challenges, and ideal task distribution.
Process Optimization: The introduction of structured calibration meetings significantly improved case summary reports and overall workflow.
Increased Operational Efficiency: The backlog of internal case reports dropped from double digits (potentially 20+ cases) to consistently under 10, improving responsiveness and reducing legal risk.
Stronger Team Collaboration: The team shifted from relying solely on leadership direction to making collaborative, data-informed decisions, enhancing accountability and efficiency.
Key Insights from Veseris’s Leadership
The leader noted that Predictive Index’s simplicity and accuracy allowed for quicker adoption compared to other behavioral assessments like CliftonStrengths, DISC, and Myers-Briggs. The results enabled:
Faster Decision-Making: With better alignment, tasks were completed more effectively.
Scalability for Growth: The foundation established in Q4 set the stage for team expansion and goal-setting for 2025.
A Framework for Future Leadership Development: The approach not only solved immediate challenges but created sustainable strategies for ongoing transformation.
Conclusion
The leader emphasized that the success of the engagement was due to both the tool (Predictive Index) and Tim’s facilitation style. His ability to build trust, challenge perspectives, and guide the team toward actionable insights ensured lasting impact. As the organization continues to evolve, the lessons learned from this engagement will serve as a foundation for future growth, transformation, and success.
