Case Studies
Below are three summaries of case studies in which Spearhead's Performance Development System "CulturemetricsŪ" successfully improved performance. Click the links to read each case study in full.
Case Study 1: Superior Sales Performance
The MD of a family company with a direct sales force of 64 sales people asked us to review their selection process. They used a battery of psychometric tests in which they had great faith.
Recently, a non-executive director pointed out that there was a considerable difference in the sales performance within the sales force and therefore, he believed that the selection procedure was not discriminating well enough between those who could do a reasonable selling job and those who were the superior performers. The company had tried several different incentive and motivational packages over several years to no noticeable effect on sales. We were asked to research these issues.
> Read the case study in full
Case Study 2: Managing Director Role Development
During an on-going review of his company's training and development the MD stated forcefully he had instructed his senior team to find new markets. They had disappointed him and so he wanted to replace two of them with some new blood from outside the industry. He wanted to generate a new cultural impetus with new thinking and energy.
With this in mind, he agreed to complete an Management Culture Orientation Questionnaire to see if it could shed some 'extra insights' into his own work perspective, attitudes and beliefs.
> Read the case study in full
Case Study 3: Motor Dealership Acquisition
An established motor distributorship acquired an independent group of 14 dealerships with a similar range of franchises. The acquisition went smoothly. The old top team left and the new dealerships were headed up a senior manager from the established motor distributorship.
Within three months it was obvious that 4 of the newly acquired dealerships were all were grossly underperforming. Two were quickly sold off. A further 3 had a borderline performance. The remaining 7 were OK.
> Read the case study in full
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