Challenge: Realized that his current management style had become a barrier to getting the best performance from employees. At that time, he was overly negative and quick to pass judgment. He claimed the credit for employee wins. He also played favorites.
Action: We worked on changing his perspective of the management team. We developed a reframing of employee/employer relationship. We established what was important culturally within the organization, and made those things top priority.
Result: The employees were happier, more engaged, and operated with less fear of retribution—all of which led to higher productivity.