Corporate Case Studies
If you want to have an immediate and lasting impact, you need to go beyond theory. That's why we provide both the frameworks to approach problems and the opportunity for you to apply your knowledge in unique ways. Our experts drive business on a macro and micro level, providing insights to fuel trends while working directly with companies to tackle specific issues to ensure the shortest amount of time between when you learn it and when you apply it. Through carefully crafted learning experiences in and out of the classroom, we work to bring the problem - and solution - to life.
Case Study: Children's Hospital of Atlanta
The Children's Hospital of Atlanta needed to help senior leaders in the hospital develop certain business and leadership skills to better prepare them for greater levels of responsibility in the future.
CHOA was looking for a customized program that could help senior leaders better understand the business in which they worked and prepare them with skills for the future.
Emory and CHOA collaborated to create three different workshops to be completed over the course of three days to be attended by senior leaders:
- Know the Business: Participants learned about the strategic direction and organizational challenges facing the hospital
- Lead your Business: Participants were instructed on leadership techniques such as Collaboration Across Boundaries and Leading Through Influence. The workshop focused on leadership in the greater organization.
- Lead your Team: Participants learned leadership techniques in the context of individual teams. Education focused on selecting and motivating a successful team, and included an exercise to give participants experience putting what they learned to use.
At the conclusion of the three days, different groups presented presentations on what they learned.
After the conclusion of the program, participants came away with a better understanding of the organization of the hospital and how to be effective leaders of it. The program increased the business acumen of the participants, increasing their knowledge of competitive advantage, strategic thinking, among other areas of business.
Case Study: UPS
The client, a leader in shipping and logistics services, understood that many of its staff level managers lacked strategic perspective as well as an understanding of the company's competitive advantage and how it created value for its customers. UPS came to Emory in order to change that.
UPS was looking for a customized program focused on developing their young executives and enhancing their understanding of the company and the business. In particular, UPS was looking for a program that could:
- Increase global awareness of the economic, societal, and political factors that impact UPS's business decisions
- Create a connection between UPS's strategy, industry dynamics, and sources of competitive advantage
- Increase understanding of how UPS creates and captures value.
Emory worked with UPS to develop an educational program for their younger executives. Participants were separated into different teams, where they applied information given to them from Emory and UPS to propose solutions to problems facing the company. The teams were not done once they left the official program, as they continued to meet in the months that followed, later presenting their solutions to senior level management.
Participants came away from the program with an increased understanding of how UPS, and the industry as a whole, function in the global economy.
Case Study: SunTrust
Within the organization of SunTrust, there was an inadequate representation of leadership diversity, and that succession planning talent gaps existed beneath the top executive team. The company wanted to create a commitment to promote from within the organization, but needed a way to train their potential new leaders.
To maximize the performance potential of participants, Emory Executive Education and SunTrust several different experiences, including:
- Exposure to Executives: This experience created opportunities for participants to interact with executive leaders so that they could see the company's best practices in action.
- Formal Classroom Training/Simulations: In-person and virtual multiday programs provided participants with classroom and virtual-based instruction based on leadership competencies.
- Leadership Assessments: Participants were offered insight on their talents, strengths, and opportunities and gaps to help guide individual development planning.
As a result of the program, the participants from SunTrust left with an increased awareness of their personal leadership capabilities, strengths, and opportunities. The experience allowed for those involved to gain exposure to executive leaders and peers from across the bank, and left with an updated development plan with relevant actions to increase skills and capabilities.
SunTrust Graduate Leadership Program
SunTrust, following its successful Advanced Leadership Program, wanted to create a follow-up program for those participants who graduated from the program. The goal of the company was to continue the executive development process of the bank's leaders and help to continue their education.
The Graduate Leadership Program built on the employee's experiences from the Advanced Leadership Program. The program was designed to address the following objectives:
- Focusing leaders on business imperatives to accelerate financial performance
- Enhancing leadership execution and change management capabilities
- Building upon the personal networks and organization successes fostered by the Advanced Leadership Program
The Graduate Leadership Program was successful in further reinforcing the lessons from the Advanced Leadership Program. A clear view of the bank's strategy was understood by all in attendance, and the strengthened networks and connections between participants added to the success of the bank after the conclusion of the program.
Case Study: Emory University
The client, a major academic and research institution, sought to improve the leadership and business acumen skills of its executives in alignment with its strategic goal of strengthening the business of higher education.
Emory's Learning Services partnered with Emory Executive Education to develop a program that focused on the individual competencies of its leaders in order to raise the organization's overall capabilities. The champions of these programs were senior ranking administrators within the university who saw the need of developing a strong leadership pipeline.
Learning Services and Emory Executive Education worked together to design two programs to prepare the future leaders of the university. Through classroom learning, a business challenge project, executive and presentation skills coaching, and other experiential learning activities, Excellence Through Learning enhanced participants' leadership abilities and knowledge of the business of higher education. Participants chose business challenge projects, worked on them in teams, and made presentations to the university's senior executives.
Many of the business challenge projects have been implemented with great success. Program participants remain at the University and often are promoted to higher positions within the university upon completion of the program.
After five years of successful programs, the university returned to Emory Executive Education to expand the programming to engage the faculty leaders in the Academic Leaders Program. This program, modeled after Excellence Through Learning, approaches the unique challenges faced by the faculty administrators.
Case Study: Mitsubishi Electric
Mitsubishi understood that managers in different parts of the company needed to be trained to take on greater levels of responsibility, requiring an education in a broad range of areas.
Mitsubishi looked to Emory to provide it with a program that would be able to educate its managers in a wide variety of skills.
With the large variety of Emory Executive Education programs, managers could attend the programs that best related to their areas of Mitsubishi. The programs available to the managers included:
- Critical Thinking and Decision Making
- Finance for Non-Financial Managers
- Managerial Leadership
- Analytics that Drive Business Outcomes
- Practices for Non-Marketing Professionals
- Strategic Execution
- Maximizing Negotiation Outcomes
- Talent Strategies for Organizational Success
Managers left the program with a better understanding of how their company worked. The variety of different workshops helped impart on the managers skills critical to their future success, as well as knowledge of key performance indicators that guide organizational growth. Managers left with an increased awareness of the link between organizational strategy and financial objectives, and how to make relevant financial decisions.