Fortune 500 Aerospace and Defense Company and InsideOut Development: A Case Study

In this case study, a learning leader at an S&P 500 Software Manufacturer explains how they implemented InsideOut Coaching to improve performance management and foster employee growth and development.

With employees scattered across the country, the American Red Cross needed a virtual solution to align their teams without physically bringing them together.

In this case study, Cyl Lin, Human Resources Director at Logicalis Group explains how they used InsideOut Development to improve manager-employee relationships.

In this case study, Patricia Krug, Human Resources Director at Ryan Companies explains how they used InsideOut Development to drive culture change.

Coaching improved performance management at this consumer products organization. It decreased the number of performance improvement plans because coaching allowed for development before problems arose

A learning and development manager at a mid-sized retail company shows how InsideOut Development’s coaching model helps both managers make lasting improvements to their conversations.

In this case study, a talent management director at a Global 500 Insurance Company shows how InsideOut Development’s coaching model helps both managers and employees focus on their performance.

In this case study a leadership development specialist at a Fortune 500 Aerospace company talks about how InsideOut Coaching empowers their teams, and improves engagement, retention and promotability.

In this case study Cora Walker, Vice President of Human Resources for Omni Cable Corp talks about how they’ve implemented InsideOut Development’s GROW Model into everything they do.

In this case study a leadership development specialist for a government contractor providing computer services talks about how InsideOut Development has proven to be an invaluable leadership tool.

This bank's implementation of InsideOut Development’s flexible coaching model also prepared their front-line employees for promotions, increased retention, and helped them accomplish team objectives.

More promotable front-line employees represents a big cost savings for this large retail store. See what happens when front line employees are empowered to own their own goals and outcomes.

As this local government department increased the quantity and quality of their coaching conversations, employee ownership of outcomes and goal achievement increased, too.

As this federal government agency increased the quantity and quality of their coaching conversations, employee engagement, retention, ownership of outcomes and goal achievement increased, too.

In this case study, InsideOut Development helps Coloplast build their leaders to drive employee engagement and decrease turnover as they increase the quantity and quality of their coaching convos.

Ulteig Engineers revolutionized their performance management and improved engagement and retention more than 75% while also proving ROI in their unique performance metrics.

In this case study learn how InsideOut Development helped Hilti Corp create a shared language for performance improvement, build a coaching culture, and build manager confidence and consistency.