Our team has facilitated the development of 1000 professionals or leaders over the last decades.
Case Study 1:
Overview:
Tampa Bay Chamber of Commerce retained Dr. Campos to provide leadership development trainings to established small to mid-size business leaders graduated from the Tampa Bay Minority Business Accelerator Program.
Deliverables:
For one year, following a detailed assessment, our team developed and implemented four science-based roundtable sessions for over 10 cross-industry leaders. The sessions focused on delegation, uncertainty management, executive functioning, and emotion regulation, providing tools to immediately implement to improve employee retention/development, personal productivity, workplace well-being, and financial results.
Outcomes:
- Almost 100% of attendees reported they gained time to spend on developing their business.
- Almost 100% of attendees reported the skills learned helped them improve financial results.
Case Study 2:
Overview:
We designed a Values-Based (i.e., leadership driven by core organizational values and associated behaviors) Leadership Trainings for a large national hospital. The hospital was experiencing increased turnover in some positions, patient retention concerns, and complex team dynamics.
Deliverables:
The group trainings involved first identifying, developing, and implementing values-based leadership in order to increase team effectiveness and a psychologically safe workplace culture. Then, we implemented the trainings, incorporating our own framework, skills-practice, and action planning.
Outcomes:
Attendees reported a greater sense of self and team-awareness, allowing them to connect more meaningfully with team members and patients.
Case Study 3:
Overview:
A previous business owner (previously in the hospitality industry and now in the real estate development industry) was experiencing a plateau in his personal and organizational growth. He was interested in scaling the size of the organization by hiring more independent contractors and employees.
Deliverables:
Biweekly performance coaching for one year involved identifying how relational patterns and verbal communication with the team could be optimized further for employee engagement. We identified the origins and factors contributing to specific relational and communication patterns. We worked on implementing effective relationship-building and communication behaviors.
Outcomes:
Based on behavioral observations and assessments, the leader demonstrated improved verbal communication and relationship-development skills.
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