DISCLAIMER

The cases identified below are meant to give the reader an accurate understanding of IWS innovative consulting and coaching results. The cases reflect an overview of our work without violating our confidentiality agreement with our clients. This is why we do not identify organizations by name. The names have been changed to protect the identity of our clients in the following case studies.

Case Study: JANE SUPERVISOR

Jane is a supervisor in a large corporation. Jane’s employees complained that she was presenting bullying behavior. Though no specific incident was investigated, human resources decided to provide Jane with Wellness Improvement Coaching to develop her interpersonal skills. Jane completed the wellness assessment, and a coaching plan was developed based on her Wellness Improvement Quotient (WIQ). Over 12 weeks, Jane worked with a WIS coach to improve those areas where she had a less than ideal wellness score. During this time, Jane made considerable success in her actions and attitudes toward staff. She changed her responses to staff, as a result employees began approaching Jane, asking questions, and offering suggestions instead of avoiding her as they previously did. Jane was very happy with her results and so were her employees. Jane was very happy to have had the opportunity to access coaching.

Case Study: JACK MANAGER

Jack is an executive with a large Canadian organization managing a multi-million-dollar portfolio. Jack is found guilty of sexual harassment. Though the company has a low tolerance for this conduct, Jack is a very innovative and talented executive, and they wish to invest in his development through coaching. Jack worked with a Wellness Improvement Coach to assess how well he was doing; they then created a coaching plan based on his results and began his development coaching. Over a six-month coaching contract, Jack was able to increase his Wellness Improvement Quotient by five points. Jack excelled as a team leader with no further incidents of in appropriate sexual comments. Jack was put on a maintenance plan to check-in with his coach once every 6 months for the following year.

Case Study: NOAH SUPERVISOR

Noah led a team of 30 scientists in an international organization. Noah was struggling with communication and interpersonal issues. The human resources department decided to invest in Well-being Reset™ coaching with a focus on Interpersonal Communication. A wellness assessment identified several other areas for improvement and Noah and his coach developed an improvement plan. Over a 4-month period, Noah was able to reach his goal of improving his interpersonal skills and communication, communication in his department was also improved and reported that he no longer had anxiety about going to work or when he had to address issues of an interpersonal nature with his team.

Case Study: MULTI-LEVEL ORGANIZATION CONFLICT

The Directors of the two departments got off on the wrongfoot. Misinformation, rumors', assumptions, and historical issues impeded progress. This was compounded by personal style differences and changes. Our Conflict Analyst led fact-finding meetings that identified multiple issues at play. A team of IWS Coaches and consultants were assigned to conduct wellness assessments, develop coaching plans and coaching support for employees. Several facilitated meetings with, upper management, policy recommendations, training and coaching to improve interpersonal skills, communication, and wellness competencies for employees toward a culture of workplace wellness. Much work was done over a 6-monthperiod. As a result, the organization reduced stress, sick leave, complaints, attendance and realized higher returns, both with new clients but also with the return of customers who had reduced their patronage due to employee conflicts.

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