IMPACT
The Integrated Growth team has brought maximum impact and ROI for so many amazing organizations. Here are a few notable client cases.
LEADERSHIP TEAM TRANSFORMATION | Vail Resorts
Situation
Vail Resort’s had Lift Operations Managers thinking and working regionally around the world, causing competition for resources and lack of consistency across each resort.
Action
We were charged with transforming them into an enterprise leadership team, to collectively solve problems across the ski industry that had never been addressed before.
Impact
We helped them redefine who they were as leaders, change their mindset, and create systems and processes that would allow them to make decisions, measure results, and reap the rewards of thinking and acting as a true enterprise leadership team.
MISSION, VISION, AND STRATEGIC PLANNING
Elevated Community Health
Situation
As Elevated Community Health continued to grow and evolve, leadership recognized an opportunity to refresh its mission, vision, values, and strategy to better reflect the organization's aspirations and future impact. The goal was to create clearer, more inspiring direction for the Board, leadership team, and staff while strengthening alignment around the organization's purpose and long-term strategy.
Action
Integrated Growth facilitated a mission, vision, and values process that engaged the Board and leadership team in clarifying the organization's purpose, future aspirations, and guiding principles. Building on this foundation, we later facilitated a strategic planning session focused on refining strategic priorities, governance responsibilities, and long-term organizational direction.
Impact
The organization emerged with a more compelling and aligned sense of purpose, clearer strategic priorities, and a streamlined strategic framework. Board and leadership alignment improved, governance became more effective, and the plan evolved into a stronger tool for guiding future decisions, growth, and community impact.
ORGANIZATIONAL DESIGN AND ADMINISTRATIVE TRANSFORMATION
Front Range Fire Rescue
Situation
As Front Range Fire Rescue prepared for its next phase of growth, leadership saw an opportunity to proactively strengthen the administrative foundation of the organization. The goal was to create the structure, talent strategy, and team alignment necessary to support future operational demands and deliver exceptional service to the community.
Action
Integrated Growth partnered with leadership to assess the administrative function, clarify roles and responsibilities, evaluate organizational structure, and identify opportunities to improve collaboration, processes, and scalability. The engagement culminated in a facilitated team alignment session and a roadmap for future growth.
Impact
The administrative team developed a renewed sense of pride in their contribution to the mission, stronger alignment around shared goals, and a deeper appreciation for how their work supports exceptional service to the community. The result was improved collaboration, clearer roles, and a stronger foundation for future growth.
"As Front Range Fire Rescue continued to grow, we recognized that our administrative structure, roles, and processes needed to evolve with it. Integrated Growth helped us evaluate our administrative functions, uncover challenges we could no longer ignore, identify alignment around shared goals, and develop a clear path forward. Their work led to meaningful conversations, improved role clarity, stronger teamwork, and practical recommendations that we continue to implement today. The work created buy-in, momentum, and lasting impact, which we continue to see over a year later."
– Ryan Roberts, Fire Chief, Front Range Fire Rescue
ADDITIONAL CASE STUDIES
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A VP at a national hospital system is appreciating savings of $60,000/year after only 5 coaching sessions with one of our executive coaches!
Situation:
The focus of the coaching was to appropriately task his team with empowered decision-making, ownership and process improvement. In order for them to shift their thinking and behavior, he had to shift his leadership of them.
Action:
Instead of him DOING, he started LEADING, DELEGATING, and LETTING! He not only gave permission, but moreover encouraged his team to take on a task that he had been doing for years out of fear of letting go....due to mistakes of the past.
Impact:
In a matter of a week, they came up with a process improvement that is saving the team $60,000 in staff time over a year...AND he has freed himself up to focus on more strategic enterprise opportunities. Plus… They are all happier and more engaged with the new found empowerment!
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Situation:
Client was charged with increasing revenues and NPS year over year and was also facing employee turnover challenges.Action:
Our Strategic Planning process started with the organization’s mission, vision, and values. The strategy that emerged from this process offered short-term and long-term targets along with specific goals and actions translated and owned at each level of the organization. The momentum swiftly rallied the entire organization in the same direction, significantly improving employee engagement and goal achievement like never before.Impact:
Client received the Family Friendly Resort of the Year Award by Ski Magazine as a result of the innovative strategic planning process rallying the entire organization around one goal. The resort gained enterprise recognition for significantly improving employee engagement scores, elevating the guest experience, and increasing skier visitation and EBITDA YOY and won the Enterprise Epic Award.
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Situation:
Our outdoor recreation, hospitality, and retail client was in a fast-paced growth mode, with mergers and acquisitions and a large number of leaders being promoted and moved to new teams on a regular basis, as well as executives hired from the outside.Action:
Our New Leader and New Team Integration Process allowed for teams and their new leaders to get to know one another and lay the foundation for success in an accelerated fashion in order to move more quickly through the stages of team development toward high performing.Impact:
The effects of the New Leader and New Team Integration had a direct ROI on retention, employee engagement, productivity, team performance, and bottom-line results. In addition, new leaders reported a smoother and more enjoyable transition compared to their peers who did not go through the process. Due to this success, the New Leader and New Team Integration process became standard practice for all senior leaders entering a new team either through promotion or newly hired into the organization.Outcomes of the New Leader and New Team Integration:
Rapid increase in the new leader’s knowledge of the team (priorities, pain points, expectations, values, team norms, culture, etc.)
Increase in the team’s knowledge of and trust/confidence in the new leader
Creation of a safe venue for the team to learn more about their new leader’s communication and leadership style, ask questions, connect, etc.
Unearthing of strengths and opportunities for the team as a whole
Rapid integration of the leader into the culture of the organization and team
Agreement on next steps for leadership and team development
Stats:
60% percent of new leaders fail within the first 24 months. (Corporate Executive Board/Gartner)
82% of those new leaders fail because they didn’t build relationships quickly enough with their team members. (Corporate Executive Board/Gartner)
Cost of executive turnover can be up to 213% of C-suite salary (peoplekeep.com)
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Situation:
Client safety was a top priority, however the safety culture was one of fear leading to high incident rates and worker compensation claims. They needed to turn it around, fast.Action:
Working across functions, we embarked on a journey to re-imagine the whole system to shift the culture from that of fear to ownership. We were able to create an innovative iterative process for employee incident reviews, creating a root cause analysis tool and embedding it into the process. These tools were soon adapted for pre-shift preventative measures. The “Honeycomb” tool, as it was quickly coined, was developed to give operation teams resources to evaluate incidents from six different vantage points: Environment, Policies & Procedures, Conflicting Values, Tactical Choices, Tools, Knowledge & Skills, and Institutional Practices.Results:
We successfully changed the safety landscape into a learning organization that gained industry recognition. Through our partnership, the client was able to significantly reduce incidences and worker compensation claims through building a culture of ownership, assessing root causes, and implementing process improvements across the enterprise. The process has taken fear out of the incident review process and added a much-needed level of transparency. More importantly, the quality and impact of root cause and corrective actions has improved across the company.
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Situation:
High turnover was being observed in a fortune 500 organization.Action:
We set a goal for 85% internal promotions, implemented an enterprise-wide succession planning process including talent reviews and calibration to identify high potential leaders, and built a comprehensive leadership development program to address the individual and organizational needs.Impact:
Immediate and long term results were seen through significant increases of promotions throughout all levels of the organization.
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Situation:
An organization was rapidly acquiring operations and facilities around the world and needed to integrate leaders, teams, and organizational cultures quickly.Action:
Together, we built the enterprise-wide leadership development program that became a foundational strategic approach to culturally integrating new acquisitions into the organization.Impact:
The cultural integration strategy supported the growth of the company from 7 to 37 operations over seven years.
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Situation:
In a rapidly growing organization where multiple cultures were colliding, there was a need to create a common leadership brand supported by standard processes and operational systems to enhance teamwork and effectiveness across the enterprise.Action:
We conducted an extensive audit of the organizational and leadership culture which helped to define the leadership brand required for them to be successful. We then designed and implemented a comprehensive, enterprise-wide leadership development program tied directly to the organization’s strategy, company’s core values, and leadership competencies.Impact:
The Program was quickly adopted and sought after by leaders at all levels. As a result, standard operating procedures emerged, teamwork across the organization blossomed, innovations became the norm, and enterprise retention, mobility and promotions rapidly increased.
Mountain Towns 2030 Climate Solutions Summit
The 2022 MT2030 Climate Solutions Summit was a unique opportunity for over 380 mountain community stakeholders to meet, collaborate, learn and accelerate their action on climate, specific to mountain towns. Integrated Growth helped enable and activate participants to take lessons learned back to their communities to solve real problems real time.