A 400 retail pharmacy system, our client’s 8,500+ employees serve 180 communities in Canada.

Following its acquisition by a more prominent healthcare-managed care provider in 2020, the client focused on strategically integrating its operations and cultures while redesigning their organizational leadership structure to position the business for future growth and operational scale.

As a result of the acquisition, the client’s human resources (HR) leadership team was intentionally redesigned by creating new roles and adding additional members to a legacy, high-performing, and award-winning HR team.

In 2021, TalentRise was engaged for a multi-year ongoing partnership to assist the client in building more robust and consistent leadership competencies across the new HR leadership team and eventually at all levels of their multiple business unit high-potential leadership teams.

PHASE I: Mental Fitness Leadership Competency Development for the HR Leadership Team

Managing the Task

Phase I of the engagement was a six-month group coaching/leadership development program for nine client HR leaders. TalentRise’s used the Positive Intelligence (PQ) Mental Fitness program framework—the PQ mobile application—to support behavior change and reinforce learning concepts.

The developmental goals for the cohort included:

  • Forming a solid team through team-building activities.
  • Building more robust and consistent leadership competencies.
  • Using PQ/Mental Fitness strategies to build more self-awareness among the HR team and how they show up as leaders in the eyes of broader leaders in the organization.

Our Process / Approach

Months one through three:

  • Conducted weekly group coaching sessions with the participants
    focused on identifying self-limiting beliefs and team saboteur behaviors.
  • Utilized the PQ app between sessions to reinforce behavior change and track progress against key learning concepts.

Months four through six:

  • Held bi-weekly participant group coaching sessions focused on applying the PQ framework in real-life scenarios.
  • Members built a universal language through PQ that helped form a closer and more collaborative team.

Conclusion / Outcome

At the end of six months, the HR leadership team and their executive sponsors reported that they had:

  • More clarity around roles, personal missions, and life purposes aligned with the organization and team’s goals.
  • Gained valuable insights into how they had previously derailed or sabotaged their or the team’s success during times of stress.
  • Learned how to support each other when they saw these team derailing behaviors showing up so they could move past them with a positive outcome.