CASE STUDY: Building Accountability in Aerospace, Defense, and Thermal Systems
Challenge
An aerospace, defense, and thermal systems organization faced growing pains as it scaled its business. Processes critical to daily operations were undocumented and lived primarily in employees' heads, making delegation and onboarding for new hires inefficient. Additionally, investments in updated systems and tools required alignment with current processes to meet strict regulatory and quality audit standards. The organization needed a solution to establish accountability, document processes, and foster a culture of continuous improvement.
Solution
To address these challenges, the organization implemented a framework for process documentation, supported by tailored training in process management and process improvement. A cornerstone of the initiative was a 14-week accountability program designed to help participants achieve their goals while fostering collaboration and leadership engagement.
The 14-week program included:
Weekly 75-minute group coaching sessions with a maximum of 14 participants per cohort. Each session began with grounding breathwork to enhance executive cognitive functioning, followed by a status update and retrospective on the prior week’s accomplishments. Participants then planned for the coming week.
Topic-specific training: Each session included a 15-minute mini-lesson covering project management, change management, stress management, and process improvement topics such as prioritization, communication tactics, documenting needs, and resistance management.
Senior leadership involvement: Participants presented monthly updates on their project vision and success criteria to senior leadership, ensuring visibility, alignment, and accountability.
Over six cohorts, more than 60 participants completed the program, using tailored coaching to work on departmental projects and process updates.
Outcome
The program delivered significant results across the organization, including:
Process documentation and improvement: Participants successfully completed projects ranging from creating new roles and updating processes that saved hours each week to developing new communication pathways and a revamped sales process.
Enhanced collaboration: Group coaching sessions fostered connections across departments, helping employees understand each other’s roles and integrate new hires more effectively into the organization.
Increased leadership engagement: Monthly updates to senior leadership heightened accountability and ensured alignment with organizational goals.
Cultural impact: Video testimonials highlighted how employees felt more connected to their company and valued for their contributions.
Key Success Factors
The program’s success stemmed from evolving strategies to overcome resistance:
The initial cohort was assigned projects, but subsequent groups were allowed to choose their projects and opt into the program, which significantly reduced resistance and improved commitment.
Leadership-selected projects with voluntary participation also proved effective, fostering buy-in while aligning with strategic priorities.
SUMMARY
Challenge: Scaling business required process documentation, alignment, and accountability in a regulated environment.
Solution: Implemented a 14-week accountability program with training, coaching, and leadership engagement.
Outcome: Over 60 participants completed impactful projects, improved collaboration, and strengthened connections to their organization.