“I am very excited
about the future of our relationship with Grenell Consulting Group and would recommend their services to any business wishing to fully capitalize on their human resources.”

Bernard Corbishley
President, Dermody, Burke and Brown CPA’s

We work with a wide range of businesses and organizations, many of them closely held or family businesses.

We have worked with professional service firms, manufacturing companies, schools, construction firms, government entities and other types of organizations. We are often called in on short-term projects to solve a specific problem, but frequently become involved in a deeper, longer-term relationship. The duration and specifics of the work develop from our initial conversations with each client and are customized to achieve short-term results that grow into long-term success.

See how Grenell Consulting Group has helped clients manage growth, handle business transitions and solve organizational problems. You may access our case studies in several ways:

By type of organization
By type of need
Browse all case studies

By Type of Organization

• Professional services
• Real estate
• Construction
• Manufacturing/Distribution
• Banking
• Professional association

By Type of Need

• Leadership development

- Professional services 1
- Real estate
- Manufacturing
- Manufacturing and Distribution

• Managing growth

- Professional services

• Employee hiring and retention

- Manufacturing and Distribution
- National bank

• Employee/customer satisfaction

- Professional services 2
- Construction

• Strategic planning

- Professional services 2
- Construction
- Professional association

• Succession planning

- Manufacturing
- Manufacturing Distribution

Professional Services Firm No. 1

A rapidly-growing national firm needed to identify and develop future leaders, and define strategies to manage growth without losing the family atmosphere that had made them successful. Grenell helped them develop a strong management team and structures for managing change within their corporate culture. The firm realized double digit revenue increases as a result of our work. Read more...

Professional Services Firm No. 2

A large regional firm was having trouble with employee and customer relationships. Grenell conducted an Organizational Culture Audit and a Customer Survey to identify problem areas. Changes resulting from these studies created greater employee involvement and increased responsiveness to customers. We also helped the client develop and implement a Strategic Plan to continue building on their accomplishments. Read more...

Real Estate Company

A family-owned company with significant presence in several states and countries needed to ensure effective leadership as the company owner approached retirement. We helped the company identify a second-generation candidate and prepare a Leadership Development Plan for this individual. Read more...

Construction Company

A family-owned company in the upscale residential development market wanted to know why they had lost a key employee. We helped the client identify its corporate and individual strengths and weaknesses, and to target areas for improvement. As a result, the owner and employees report increased understanding and optimism for the company’s future. Employee and customer satisfaction have increased significantly. Read more...

Manufacturing Company

The company needed to identify a succession plan for the owner. Management and the company’s lawyers had not been able to get employee buy-in on their proposals. Significant conflict had developed, and the company’s future was threatened. Grenell helped the company develop a plan supported by all key players. We also worked with the management team on an individual and group Leadership Development Program. Read more...

Manufacturing and Distribution Company

This $20 million company was concerned about employees’ perspectives on the strengths and weaknesses of the organization. They were also having trouble hiring and retaining a strong sales force. Through a survey and interviews, Grenell determined that the problem resulted from leadership issues. We initiated a Leadership Development and Coaching process, which led to the realignment of some management positions. In anticipation of the CEO’s retirement, we helped the company identify the next CEO and implement a Development Program to prepare for the transition. Employee retention and the quality of the company’s sales force increased as a result of our work. Read more...

National Bank

A national bank was experiencing very high turnover in customer service positions. We helped them develop an effective process for assessing job candidates, resulting in a higher level of confidence in their hiring activities. Read more...

Professional Association

The local chapter of a national association was struggling with declining membership and decreased member involvement. There was also significant conflict on the board over the nature and focus of the chapter. Grenell worked with board members to identify the sources of conflict and develop a plan to resolve them. Board members report a renewed sense of energy and direction, and an improvement in their working relationship as a result of this work. Read more...

Browse Our Case Studies

Professional Services Firm - No. 1

The problem

A rapidly growing national firm needed to identify and develop future leaders, and define strategies to manage growth without losing the family atmosphere that had made them successful.

The Grenell solution

The firm asked Grenell to assess two key employees under consideration for promotion to leadership positions. We conducted a series of face-to-face interviews and used business-oriented assessment instruments and did a 360° survey to determine the employees’ strengths and weaknesses. Based on the results, we worked with the CEO to produce a Leadership Development Plan for the two employees. We then worked with the individuals to implement and monitor the results of the plan.

The initial project identified the need for a management team within the firm. We worked with the CEO to identify the team members and plan a daylong advance. We facilitated the advance to identify focus areas and develop Action Plans to address short- and long-range needs. As a result, the management team gained a clear focus and a specific agenda for their work.

One division within the firm needed to staff up and was concerned about hiring the right people. Grenell used business-oriented assessment instruments with current employees to determine the talents, traits and characteristics critical to success in that division. We then developed a Job Profiling Benchmark System for evaluation of potential new hires.

We are currently completing a Leadership Development Process with the individual members of the firm’s management team. The process includes face-to-face interviews, assessment instruments and 360° surveys . As an outcome, each leader will develop an Action Plan to strengthen his/her leadership effectiveness. After acceptance of each plan by the CEO, we will conduct follow-up meetings with each leader to monitor implementation and modify the plans as necessary.

Grenell also serves as an advisor to the CEO and President. We are in the beginning stages of developing a Succession Plan in conjunction with the firm’s accountant, attorney and financial planner.

The results

• Implementation of an effective management team

• Realignment of job responsibilities to more effectively utilize the talents of key employees

• Increased performance from key employees

• Development of three new divisions for increased growth and success

Professional Services Firm - No. 2

The problem

A large regional firm asked Grenell to conduct an Organizational Culture Audit and Customer Survey to improve staff and customer relations.

The Grenell solution

We custom crafted employee and customer surveys in partnership with the client and collected the data over secure Internet sites. We then developed and implemented structured employee and customer interviews to gain in-depth information on how they viewed the company and where the firm needed to focus its efforts.

As a result of the information gathered, we conducted a Strategic Planning Initiative with a team of partners and employees. We facilitated a series of advances to define the firm’s Mission, Vision and Core Values. We developed an Action Plan for areas needing attention, formed a team to address each area and established goals and a plan for achieving them.

A second outcome of the initial work was the realization that the firm needed to strengthen its leadership capacity, both individually and collectively. We initiated a Leadership Development Process including extensive one-on-one interviews, 360° surveys and a series of assessment instruments.

Results

• The firm has a clear focus and plan for the future and is developing a performance-based culture

• Leadership capacity has been expanded within the company

• Employees have an increased sense of ownership and a renewed commitment to the firm

Real Estate Company

The problem

A family-owned company with a significant presence in several states and countries was concerned about management’s ability to lead them forward as the primary owner approached retirement.

The Grenell solution

We began by interviewing key family members to develop a clear understanding of their concerns about the future of the business. We then conducted in-depth interviews with all major stakeholders, followed by leadership and functionality assessments of all key staff.

From the data collected, we helped the company develop an Action Plan to build a stronger management base, and identify and develop new leaders. These changes necessitated some realignment of responsibilities within the organization. Grenell facilitated the process by helping employees to transition into new roles or, when necessary, to leave the company.

The results

• A second-generation family member is developing the leadership ability and skills to take over the firm

• The company is confident in its new leadership and its ability to grow into the future

Construction Company

The problem

A family-owned company in the upscale residential market wanted to know why they had lost a key employee.

The Grenell solution

We used a structured interview process with key stakeholders, principals, employees and customers to gain a clear understanding of the issues facing this company. The organization’s strengths and weaknesses were also identified during this process. From the resulting data, we helped the company develop an Action Plan to address areas of need.

Structured interviews and business-oriented assessment instruments were also used to evaluate key employees. We identified areas of weakness and opportunities for development.

We also helped the owners to develop a Strategic Plan, including a compelling Mission, Vision and Core Values. This has cascaded into a new branding and a company-wide Action Plan.

We continue to work with this client in the areas of Leadership Development, Strategic Planning and the development of Effective Hiring Practices.

Results

• The company understands and can leverage its individual and corporate strengths

• The firm reports an increased and ongoing clarity and sense of optimism for the future

• Customer and employee satisfaction have increased

Manufacturing Company

The problem

This $15 million company needed to identify a succession plan for the owner. Management and the firm’s lawyers had not been able to get employee buy-in on their proposals. Significant conflict had developed between the owner and key employees, and the company’s future was threatened.

The Grenell solution

After completing an initial assessment of the situation, Grenell developed a plan to resolve the conflicts between key stakeholders. We met with the parties individually and as a group to determine the nature of the conflicts and identify underlying issues preventing a resolution.

We also assessed the leadership potential of key employees through interviews and the use of business-based assessment instruments. We presented our findings and recommendations to the owner, key contributors, accountants and attorneys.

Results

• The company developed an effective Succession Plan that had buy-in from all key stakeholders

• The Management Team increased their individual and collective leadership capacity

Manufacturing and Distribution Company

The problem

This $20 million company was concerned about employees’ perspectives on the strengths and weaknesses of the organization. They were also having trouble hiring and retaining a strong sales force.

The Grenell solution

In conjunction with the Management Team, we developed and implemented an Organizational Climate Survey among all employees. We also evaluated the effectiveness of the leadership and overall functioning of each of the company’s three locations.

The areas of concern identified in the survey were presented to management. As a result, we implemented a Leadership Development-Coaching process to strengthen the leadership skills of each individual manager and of the team as a whole. The process included in-depth interviews, 360° surveys and business-based assessment instruments. Each member of the management team developed an Action Plan, and we continue to monitor the implementation and success of the plan.

We addressed the sales force hiring and retention problem by interviewing the existing sales force and using assessment instruments to determine each salesperson’s strengths and weaknesses. After determining the key characteristics and capabilities of the most successful salespeople, we developed protocols for identifying the best candidates for future hires. We currently assist in the assessment of candidates for sales positions.

Results

• The Management Team was realigned to more effectively fit individual talents with job responsibilities

• The company’s future CEO was identified, and a Development Plan has been implemented to prepare for the retirement of the current CEO

• We helped the company establish protocols for hiring the best candidates for sales positions

National Bank

The problem

A national bank was experiencing very high turnover in customer service positions.

The Grenell solution

We met with the CEO and VP of Human Resources to clarify the issues. We then conducted structured interviews and used business-based assessment instruments with the best employees in a variety of positions. Based on the results, we developed a process for assessing candidates for future hires and will be evaluating the results when the process has been fully implemented. We now assist the company in evaluating candidates through structured interviews and assessment instruments.

Results

• The characteristics and skills critical to employee success were identified

• Hiring protocols were developed to assess job candidates

• Management confidence in the hiring process has increased significantly

Professional Association

The problem

The local chapter of a national association was struggling with declining membership and decreased member involvement. There was also a significant conflict on the board over the nature and focus of the chapter.

The Grenell solution

Grenell was asked to facilitate a board advance to assess areas of conflict, resolve those conflicts and develop an Action Plan to reenergize the organization.

At the advance, we helped board members define the conflicts and determine a direction to resolve them. We formed task forces and developed Action Plans to address specific areas of concern.

Results

• Board members report a renewed sense of energy and direction

• Increased cooperation among board members has made them more effective individually and as a group