Case Studies
From innovative strategies to impactful outcomes, our case studies offer insight into how our services have transformed individuals from different walks of life and businesses across various industries. Explore real-world accounts of problem-solving, collaboration, and growth to discover how Learned Bravery can empower you or your organization to thrive in today's dynamic world.
Client: Organization A
Theme: Culture Change
Need: A media organization was accused of fostering a “toxic culture” by allowing widespread racism and sexism, which led to a mass exodus of talented, high-performing black women. Employees alleged that Human Resources (HR) was told of the harmful behavior but did not adequately address it. As a result, several employees went public with their complaints, which created additional pressure on the organization and led it to seek assistance from professionals qualified to bring about culture change in the organization.
Solution: Over the course of a year, Jackie and her colleagues worked closely with the media organization to create performance-and-accountability-centered strategies and processes. To help ensure the team was addressing the most pertinent issues, a cultural assessment was developed. Once completed and analyzed, this cultural assessment was the basis of a comprehensive culture change strategy. The approach involved identifying and leveraging the distinctive qualities that set Organization A apart from other media organizations. One of its strengths was its diversity. However, the organization needed to learn inclusive processes to get the most out of the diverse staff. The consulting team developed and used experiential processes to strengthen inter-and-cross-departmental functioning.
We empowered them to take charge of their development journey and build upon the foundations we laid. Additionally, we facilitated the establishment of a committee to help ensure the best, most qualified people were selected for promotions and open positions. The committee was made up of staff members who were nominated by their peers, giving staff a sense of empowerment. Additionally, we initiated a mid-level managers group for greater solution-and-knowledge-sharing. A structured discussion-and-decision-making process was also developed to foster broader engagement and participation. Lastly, we facilitated improved collaboration between the leadership of Organization A and the parent organization. By establishing a connection between these entities, we aimed to enhance their synergy and effectiveness in working together.
Client: Organization B
Theme: Culture Assessment & Intervention
Need: A global community of successful, high-powered, entrepreneurial leaders committed to creating a positive impact in the world sought to conduct a culture study to gain deeper insights into their members' experiences. Turns out, many members from third-world countries felt neglected or ignored by the leadership. Allegations surfaced suggesting that decision-making power predominantly favored members based in the United States. The leadership of the global community was unaware that they were perceived as elitist, out of touch, and disconnected from the realities faced by their members.
Solution: Jackie and the Learned Bravery team conducted interviews with representatives from all the diverse groups within Organization B, earning their trust and gathering detailed insights into the sources of friction or tension among these groups.
After compiling all the interview data, Jackie conducted a thematic analysis and facilitated discussions to encourage more open and meaningful communication among the groups. These conversations enabled participants to gain a deeper understanding of both their own needs and those of their colleagues.
Now under new leadership aligned with their vision, they are actively addressing issues such as racism, sexism, and elitism that have previously divided the organization.
Client: Organization C
Theme: Leadership Development
Need: A global manufacturer of off-road tires recognized the need for support in cultivating leadership skills within the organization. Historically, the majority of their managers have risen through the ranks internally, possessing strong technical skills but limited experience in strategic thinking/planning, leadership, and fostering employee engagement.
Solution: The Learned Bravery team was engaged to pinpoint potential leaders within Organization C and assess areas for their development and growth. A leadership coaching program was initiated to target middle and senior managers, and aimed at enhancing their people leadership skills. This included a focus on emotional intelligence, fostering conducive environments for success, ensuring accountability, and navigating conflicts to foster stronger collaborations. Additionally, Jackie and the Learned Bravery team implemented tailored support mechanisms to address the concerns of female members who felt marginalized in the predominantly male-dominated organizational culture of Organization C.
Client: Individual A
Theme: Challenges with New Start-Up
Need: Client A, a lawyer aspiring to launch her own business, faced challenges gaining momentum. Referred to me as a coach, we initially addressed her perceived issues of motivation and time management. However, over a brief period, it became evident that fear was the underlying obstacle. Motivation and time management served as distractions, masking the deeper issue. Upon deeper exploration, we uncovered a multitude of self-limiting beliefs deeply ingrained within her psyche.
Solution: With Client A, we adopted a two-part strategy. First, we delved into dissecting, challenging, and reframing the self-limiting thoughts that had solidified into beliefs. Second, we pinpointed actionable steps that were both manageable enough to avoid paralysis and impactful enough to drive progress. As she launches her business, she continues to leverage the tools acquired through our coaching sessions to propel her forward.
Client: Individual B
Theme: Redefining Self
Need: Client B held the position of COO within a global organization, often tasked with delivering tough decisions, earning him the nickname "the hatchet man" and "the ice man" due to his role in terminating employees. He would get into knock-down, drag-out fights at work. Despite his reputation, he expressed discontent with being feared by his colleagues. Yearning to express his true self in the workplace, he sought a transformation.
Solution: Client B and Jackie worked together to identify the values that were important to him and identify the ways he wanted to embody those values at work.
We implemented a structured approach we termed "Lead and Learn." This involved discussing his preferred leadership methods and then reconvening to assess progress and make necessary adjustments. This process encompassed both behavioral changes and shifts in mindset, as our beliefs drive our actions.
Remarkably, others began recognizing a positive change in Client B's approach. During a 360-feedback session, a vice president revealed that he and Client B had previously been on the verge of physical altercations and harbored animosity toward each other. However, the vice president noted a noticeable transformation in Client B's demeanor, prompting a shift in their dynamic. Witnessing the tangible benefits of coaching, the vice president expressed interest in undergoing coaching himself, inspired by Client B's remarkable progress and return on investment.
Client: Individual C
Theme: Promoting One's Strengths
Need: Client C was a woman employed in a male-dominated financial firm. During our initial session, she expressed frustration over feeling undervalued despite her skills and abilities. She noted that her boss and his deputy, both men, share a camaraderie that she felt excluded from.
Solution: When discussing her boss and his deputy, Client C exhibited a childlike and erratic demeanor. She could transition abruptly from presenting information coherently to rambling in circles. This observation provided Jackie with valuable insight into Client C’s dynamics with her superiors and likely how she presented herself.
During conversations, Jackie encouraged Client C to reflect on her experiences in male-dominated environments. Client C recounted instances where her father and brothers dominated conversations during her upbringing, leading her to constantly feel the need to prove herself and perpetually sense a lack within herself. Upon probing further, parallels between Client C’s family dynamics and her interactions with her boss and his deputy were uncovered, which served as a revelation for her. She realized she was inadvertently replicating her family dynamics in her workplace interactions.
Together, we collaborated to equip Client C with tools and strategies to assert her current identity as a confident woman rather than reverting to past patterns. As a result of her efforts, Client C took ownership of her presentation in meetings with her boss and his deputy. In response, they adjusted their communication style with her. Her boss now seeks her input on significant financial matters, providing her with the opportunity to be recognized as a strategic partner.
