Case Studies
Industry : Retail
Solution : Leadership Development & Team Member Engagement
Business Need : Effective Leadership & Employee Engagement
Customer : Adidas
Headquarters : Portland, OR
Number of Employees : 2,000
Website : http://www.adidas.com
Challenge:
The key business need was Culture Change. Adidas wanted to ensure that everyone was living by the Adidas Behaviors, which were to be rolled out between 2003 & 2004. The business was committed to being a Top 100 employer and developing its people. The concept of management development was new to them. There was a need for a consistent approach to leadership and management following the major restructuring.
The key business need was Culture Change. Adidas wanted to ensure that everyone was living by the Adidas Behaviors, which were to be rolled out between 2003 & 2004. The business was committed to being a Top 100 employer and developing its people. The concept of management development was new to them. There was a need for a consistent approach to leadership and management following the major restructuring.
Solution:
Dale Carnegie customized a training solution to ensure that there would be a good fit. Developed two sets of training: Forever People, designed for Junior Managers, and Tomorrow’s People, designed for Potential Managers. Dale Carnegie selected “People Mania” as the brand specific for the Adidas Training. Training was conducted in four-full-day weeks with two or three weeks between them.
Dale Carnegie customized a training solution to ensure that there would be a good fit. Developed two sets of training: Forever People, designed for Junior Managers, and Tomorrow’s People, designed for Potential Managers. Dale Carnegie selected “People Mania” as the brand specific for the Adidas Training. Training was conducted in four-full-day weeks with two or three weeks between them.
Results:
People Mania resulted in three people working together on a project that would potentially generate £440,000 in revenues. Many graduates of both Forever People and Tomorrow’s People have been promoted since the program. The Organizational Employee Survey has shown a marked improvement in employee satisfaction in relation to levels of leadership and communication in each year since the start of the training. These courses have become something for employees to aspire to as they often eagerly anticipate when they will be able to enter one of the programs.
People Mania resulted in three people working together on a project that would potentially generate £440,000 in revenues. Many graduates of both Forever People and Tomorrow’s People have been promoted since the program. The Organizational Employee Survey has shown a marked improvement in employee satisfaction in relation to levels of leadership and communication in each year since the start of the training. These courses have become something for employees to aspire to as they often eagerly anticipate when they will be able to enter one of the programs.
