LEADERSHIP DEVELOPMENT CASE STUDY – PREPARING FUTURE LEADERS IN THE FOOD SERVICE INDUSTRY
What does a company do when its senior leadership is ready to retire but no one is ready to replace them? In this leadership development case study, PeopleWorks worked with a well-known quick-service restaurant chain. The chain employs over 8,000 people and generates over $650 million in annual revenue. Today, we will review the challenges this company faced, PeopleWorks’ solutions, the results of the program, and the lessons learned that other leaders can apply to their companies.
Challenges: Why Leadership Development was Essential
As is typical with many companies that withstand the test of time, the leadership was aging out. While business was stable, much of the senior leadership team was preparing for retirement. This created an urgent need to develop new leaders capable of continuing the company’s success.
Unfortunately, this company did not yet have a strong leadership pipeline. This left the business in a precarious position with an unclear future path. Therefore, it became essential for the company to identify and cultivate those potential leaders to step up and craft a smooth transition to the next generation.
The PeopleWorks Solution: A Comprehensive Leadership Development Program
“Leadership and learning are indispensable to each other.” -John F. Kennedy
Key Elements of the Program:
- Cohort Structure: Leaders were divided into small cohorts, enabling more personalized learning experiences and fostering deeper connections among participants.
- 360-Degree Feedback: Detailed feedback from a 360-degree review allowed participants to understand their strengths and refine areas needing growth.
- One-on-One Coaching: Paired with the 360 review, personalized coaching allowed participants to deeply understand their feedback and develop action plans.
- Curated Reading List: A reading list of four books like Leadership and Self-Deception broadened perspectives and encouraged new thinking.
- Group Coaching Sessions: Cohorts met for discussions and shared experiences, promoting collective learning and cohesion.
- Ongoing Individual Support: Each leader received eight one-on-one coaching sessions, ensuring consistent guidance and growth throughout the program.
Results: Positive Outcomes and Lasting Impact
The leadership development program brought measurable, lasting benefits to this company, helping to reinforce its commitment to growth and succession by building from within. At its core, we saw these three primary outcomes:
Increased Employee Engagement: Participants expressed feeling honored and valued by being selected for this program, which has boosted their engagement and commitment to the company.
Enhanced Leadership Skills: The combination of individual and group coaching, along with the curated reading list, has equipped participants with a broader leadership toolkit and greater confidence in their roles.
Stronger Leadership Pipeline: By investing in the development of its high-potential leaders, our client is not only safeguarding its future but also creating a culture of continuous learning and growth.
Lessons Learned from this Leadership Development Case Study
Why did we share this leadership development case study? It is to underscore the value of structured programs in overcoming succession challenges and fostering long-term growth. Even stable businesses require continuous development to sustain their success.
If you are ready to build a strong, future-ready leadership pipeline for your organization, give us a call at PeopleWorks today to get started.