"I went in expecting another death-by-PowerPoint session. Instead, we spent the first hour doing a live role-play of a performance conversation I had been putting off for weeks. By the end of day two, I had actually rehearsed it three times with coaching feedback. I used the same structure with my direct report the following Monday and it went better than any difficult conversation I have had in six years of managing."
"The change management program ran for eight weeks during our ERP migration. Our facilitator, Marc-Antoine, joined our weekly leadership calls and helped us draft the internal communications that went out to 200 employees. The rollout was not painless, but we avoided the mass pushback that our IT director had predicted. Adoption hit 80% within the first quarter."
"We booked the team communication workshop for our finance department after two people quit within a month, both citing meeting culture as a reason. The facilitator recorded our real meetings (with consent) and played back clips during the workshop. Seeing ourselves on screen was uncomfortable but effective. Six months later, our internal pulse survey scores on 'meeting effectiveness' went from 3.1 to 4.2 out of 5."
"I was promoted to team lead with zero management training. The three-day leadership intensive gave me a framework for delegation that I still use daily. The one-on-one coaching call 30 days later was the part I valued most, because by then I had tried the techniques and had specific questions."
"We have used Corporate Empowerment Lab for three separate engagements over the past two years. Each time, the diagnostic phase caught issues we had not fully articulated ourselves. The 60-day follow-up reports are honest: they tell you what improved and what did not. That accountability is rare in this space."
"The workshop material was practical and well-paced. My only suggestion: extend the conflict resolution module from two hours to a full half-day. We ran out of time just as the group was getting into the most productive discussion of the session."
This 120-employee plastics manufacturer was losing front-line supervisors at a rate of 35% per year. Exit interviews pointed to a lack of management support and unclear expectations from senior leadership.
We ran a two-phase program. Phase one was a diagnostic: we interviewed all 14 supervisors and their direct managers over three days. Phase two was a customized leadership workshop focused on role clarity, weekly check-in structures and upward feedback.
Twelve months after the engagement, supervisor turnover dropped to 12%. The plant manager attributed the change primarily to the weekly check-in format, which supervisors adopted within the first month and maintained without external prompting.
Patient transfer errors between the emergency department and inpatient units were running at 8.4 per 100 transfers, well above the regional benchmark of 4.2. The hospital's quality team suspected communication gaps during shift changes.
We designed a two-day communication workshop specifically for charge nurses and unit coordinators, built around simulated handoff scenarios using anonymized patient data from their own records. Participants practised a structured handoff protocol (SBAR format) with video playback and peer coaching.
At the six-month mark, transfer errors had fallen to 3.9 per 100 transfers. The quality team noted that the structured protocol was being used consistently on 85% of observed handoffs, up from 40% before the training.
We track results across every engagement. The numbers below are drawn from post-program surveys and 60-day follow-up interviews conducted between January 2022 and December 2024.
If you want to see results like these in your organization, get in touch and we will walk you through how a program might work for your team.