Navalent

In addition, Navalent helped design an 18-month leadership program to build the talent needed to lead the organization's future growth. The company looked within its ranks to identify candidates for the top 10 positions, including new leaders to head up the four newly defined P&L divisions. The design, implementation, and leadership development not only better positioned the organization for success, it also helped address the cultural issues by creating a sense of ownership and inclusion. "Navalent was very focused on building trust and getting our executive team comfortable with the process. They did a good job handling the team dynamics and the negative feelings within the team," explained one leader. The bottom line says it all. In the words of the new president, "This process resulted in unbelievable financial performance. We doubled our bottom line in four years. Fundamentally, what put us in this strong position was the work done with Navalent. This will always be a milestone for me as a leader." The design work also helped establish a culture of collaboration and continuous improvement within the organization. With the Navalent team's ongoing assistance, the leadership team delved deeper into the organization to carefully design other areas of the business. Ultimately, the business unit became the strongest in the parent company's portfolio. By sharpening its focus on its markets, the company continues to outpace the food industry. The ROIC curve is now headed in the right direction. And the company has a strong bench of talent ready to lead the future. Changing everything about an organization-the structure, strategy, culture, and leadership-takes strong instincts and guts. But by engaging leaders at all levels, doing the work to make difficult tradeoffs, and designing the future together, an organization can define its destiny and build a roadmap to success that everyone can own.