A healthcare organization required assistance managing the organizational challenges and changes brought about by an employee workplace claim.
The Challenge:
The client was experiencing serious issues resulting from an employee workplace claim. This concern had reached the Board of Directors (Board) level. A formal investigation was conducted by a third-party entity corroborating the claim. Additionally, the Board was receiving concerning feedback from other employees and clients of the organization. The organization’s Board reached out to Lauber Business Partners to assist in managing the organizational challenges and changes that would be required to put the organization back on a positive path. The client was facing the following challenges:
The client was experiencing serious issues resulting from an employee workplace claim. This concern had reached the Board of Directors (Board) level. A formal investigation was conducted by a third-party entity corroborating the claim. Additionally, the Board was receiving concerning feedback from other employees and clients of the organization. The organization’s Board reached out to Lauber Business Partners to assist in managing the organizational challenges and changes that would be required to put the organization back on a positive path. The client was facing the following challenges:
- The Board had significant concerns about the performance of the Senior Management Team. They were faced with the potential of having to replace much of the Senior Management team.
- Decision making was very centralized at the CEO level and was viewed as arbitrary, situational, and unpredictable. This had significant negative impacts on the organization’s culture.
- Communication and trust between Senior Management and the Board had deteriorated to an untenable position.
- The organization had several key open management positions and there was concern about the effectiveness of the current hiring process.
- Documentation was poor or lacking when making decisions on hiring, promotions, and discharges.
- Change management was poorly communicated, very rapid and without thorough analysis.
- The Board was concerned about the timeliness and accuracy of organization’s financial reporting.
Solution:
- Lauber Business Partners, Inc. was engaged by the Board to provide immediate interim CFO and HR Leadership. These leaders had deep experience in the client’s industry and were able to “hit the ground running”.
- The new leaders worked closely with the Board to determine a path forward for the organization.
- Lauber’s HR Leader conducted a thorough evaluation of the leadership team, HR systems and compliance as well as observing the organizational operation and culture.
- The Lauber HR leader took control of the HR department, providing leadership and mentoring to the staff during this period of turmoil.
- The Lauber HR Leader took an active role in the recruiting for open positions.
- A detailed profile of what the Board was seeking in its new CEO was completed and used as the basis of the search.
- The Lauber CFO leader took control of the Accounting and Finance group.
- Lauber’s was engaged to complete a search for a new CEO.
The Impact:
- Provided crucial organizational stability during a very challenging time for the organization.
- Provided crucial insight to the Board, allowing it to take the necessary action to correct the course of the organization.
- Improved recruitment function to concentrate on talent acquisition and the efficiency of the recruiting process with the increased use of technology.
- Improved retention through leadership training, upscaled talent by increasing the competencies and credentials, identifying, and hiring more qualified workers, creating career paths, and improving communications.
- Filled key open management positions.
- Created more structure in the HR process (i.e. compensation, promotion and performance evaluation).
- Created a more effective organizational change process.
- Provided credible information and guidance to the Board for CEO succession, including an exit plan for the current CEO.
- Successfully completed the search and placement of a new CEO.
- Improved morale and performance of the Accounting and Finance function.
- Cleaned-up and brought current the accounting between related entities, resulting in additional cash flow to the operating entity.
- The Lauber interim CFO became the permanent CFO.
If your business is faced with these types of challenges, now is a good time to consider the help of a seasoned Lauber Business Partners, Inc. veteran who has been through it before. Contact Lauber Business Partners, Inc. today to learn more.