what it was like: A newly formed leadership team was little more than a group of individuals operating within using the organization to achieve their own goals. They operated in a the natural "me-first" culture, which we all know about.
what happened: Unwritten Future transformed the team, shifting their focus from individual gain to a naturally occurring interest in the collective's success. They learned to work together, use their combined strengths to achieve seemingly impossible goals, and prioritize collaboration both with each other and with the national leaders.
what it's like now: The team functions with a new level of accountability and integrity, respecting one another's decision rights. They're able to pursue goals that were previously out of reach, and they've created a harmonious and successful work environment.
powerful results: The leaders were able to attain the 1# ranking among the 12 regions, and became a curiosity for other regions trying to achieve that level of growth.
what it was like before: Leaders at an acquired company were struggling to find their place within the larger overseas parent company. Their employees felt like outsiders, their "stories" of the past holding them back from fully embracing their new role. They saw themselves as separate and less significant, rather than as a powerful part of a $3 billion conglomerate.
what happened: Unwritten Future helped the team identify the cost of their old narratives. They were challenged to "stand for something instead of against something" and were coached on how to talk, eliminating the us vs. them. The work created a safe space for them to become vulnerable, which helped them break down walls and see themselves as part of a larger, unified team.
what it's like now: The acquired company has become a fully integrated and cohesive part of the parent organization. Employees have embraced their place in the bigger picture and now recognize the power and opportunity that comes with being a part of a successful, global conglomerate. They are operating from a place of alignment and accountability, working together to achieve a collective vision.
powerful results: The acquired company moved to profitability in year one, became a training ground for people from all over the world, and an exemplar in what is possible with future acquisitions.
what it was like: A team felt stuck in what they viewed as a traditional, top-down leadership style. Individuals lived in a world of "facts and certainty," about HQ, which closed their minds to new ideas and perspectives.
what happened: Unwritten Future created a "tactfully uncomfortable environment" that helped the team recognize what they could and couldn't impact and understand how to have that impact where they could. Through this work, they learned to see themselves and their part in the problems they face, be less defensive, and truly consider the opinions of HQ and their peers
what it's like now: The team now works with collaborative approach. They’ve adopted a shared vision to HQ, seeing and acting where it is possible to act. As a result, the team is more cohesive, and they are able to deliver on their goals and business objectives more effectively.
powerful results: A previously contentious regional team grew at an unprecedented rate, becoming the 1# region in the world, with HQ wondering why the team there was suddenly so easy to work with.
