Seven engagements,told as outcomes.

A Life Science Service Company wanted to improve the business acumen and executive presence of a recently promoted, high potential senior director who had an extensive clinical background, but lacked commercial experience. In the new role they would be required to interface with C suite clients, participate in new business development discussions, and be responsible for growing revenues within their division.

The Crisfield Group worked closely with the director for 12 months, both in person and virtually, focusing on executive presence, presentation skills, and gaining a more detailed understanding of the various business and financial models unique to their organization.

A Mid Sized Pharmaceutical Company engaged The Crisfield Group to coach a high potential director of training and development. During the initial stages of the engagement the individual was promoted to a field sales director position and the company decided to continue the engagement.

As the individual assumed the new role some significant challenges developed regarding their leadership style, which was increasingly authoritarian, leading to multiple complaints. Working closely with the HR department, The Crisfield Group administered a 360 degree feedback process with the individual’s team and facilitated the feedback session. In addition, a personal development and coaching plan was developed and implemented for a 6 month period focusing on leadership style and executive communication techniques.

A Government Agency engaged The Crisfield Group to conduct a 360 degree feedback process with all of their department heads. They were concerned that various departments were not cooperating, including some refusing to work with specific individuals. After gathering the 360 data, we delivered one-on-one feedback to each department head.

The agency then engaged us to provide coaching to one individual who was deemed to be high potential, but had significant interpersonal challenges with many members of the staff. At the beginning of the coaching engagement we had the individual complete a Myers-Briggs Type Indicator (MBTI) assessment and a Thomas-Kilmann Conflict Mode Instrument. Using those results as a basis, we worked with the individual for 3 months emphasizing self awareness, interpersonal communication techniques, conflict resolution, and personal accountability.

A global services organization wanted to create an internally managed talent management and leadership development process for its high potential managers and project leaders. Working with the divisional president, VP of Operations, VP of Sales, VP Management Services and VP of Human Resources, The Crisfield Group developed a comprehensive leadership and talent management process for 1st line managers wishing to move to the director level.

We worked closely with the senior leadership team to develop a set of leadership competencies, which became the basis for the selection criteria and for a nine month development process. We developed and managed each aspect of the program, from strategy through to implementation, and it ran in both the US and Europe.

A global pharmaceutical company wanted to create talent management, leadership development and management training programs for all field and HQ based managers in their commercial organization. In partnership with the VP of Operations and the Sr. Director of Global Management Development, The Crisfield Group conducted a comprehensive needs analysis across 3 business divisions and HQ.

The data from this analysis was presented to senior leadership with a strategy to design and develop a comprehensive talent management and leadership development program for field sales and commercial operations, built on the company’s existing global competency model and governed by a cross functional steering committee of senior leaders drawn from each business unit.

A Mid Sized Pharmaceutical Company engaged The Crisfield Group to revamp their sales and management training processes. This included their existing selling skills model and the creation of a sales coaching model and process. Working closely with the President, Vice President of Sales and regional directors we conducted an internal needs analysis to identify sales and coaching best practices, cultural norms, and organizational needs. In addition, we looked at industry norms and best practices, and reviewed all existing training materials and programs for sales representatives and field sales managers.

Using this data we made extensive recommendations on ways to improve their sales and field sales management training, modified the client’s existing selling model, and created a process to virtually retrain the entire sales force. We also customized The Crisfield Group’s proprietary field sales coaching process, Conversational Coaching, to meet the needs of the client.

A Small, Start-up Pharmaceutical Company engaged The Crisfield Group to create all initial sales training materials for the start-up of a new cardiovascular sales force. Because the company was in start-up mode they did not have the budget to produce custom disease state training materials.

We worked closely with the Vice President of Sales and Marketing to identify needs and created a training process utilizing publicly available disease state training materials, combined with 3rd party materials. This was combined with additional selling skills training materials created by The Crisfield Group to produce a cohesive sales training program.