Confronting invisible barriers amid market turbulence

Client Name - Campari Deutschland.

Impact Count - 8 leadership team.

I never get approached by dictatorial leaders, command and control types who just “want people to do their job”. Leaders who approach me know something isn’t quite right in the team but perhaps can’t quite put their finger on it. Potential is left on the table which they’d like to find a way to unlock. This is exactly what happened with Matthew Glenn, Managing Director of Campari Deutschland who wanted to drive inclusion and open real authentic conversations in his leadership team.

The Challenge?

Newly appointed Managing Director wanted to untap more of the value he knew existed in his diverse leadership team.

Bespoke Diagnostic

Measured psychological safety in the team, against external benchmarks.
All colleagues completed an anonymous assessment of team dynamics which took them around 4-5 minutes.
Discussed the analysis and workshopped the reasons for scores, behaviour changed desired and actions required in the team.

The Result?

Barriers to inclusion identified and discussed including; limited cross-functional understanding; language barriers in a team with 4 nationalities; misunderstandings between established and new team members.

Codified new ways of calling out issues “get our fish on the table” is the team’s new code phrase for “has everything that needs to be said, been said?”; investing in increased curiosity in colleagues’ perspectives – the role of really actively listening; checking and delivering balanced input and participation across the team..

“The session shone a light on hidden barriers getting in the way of unlocking our full potential as a diverse team. We now understand the barriers and have made real practical actionable commitments we are implementing consistency, and keeping each other accountable to."

Matt Glenn, Managing Director.

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