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Redesigning Performance ManagementOur focus was on redesigning the performance management process for a diverse workforce.
This involved implementing new values, establishing clearer evaluation criteria, clarifying role expectations, identifying and investing in high potentials, and addressing performance gaps to ensure a more efficient system. |
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Changing the Face of Leadership Through SponsorshipA sponsorship program was launched by Exponential Talent in partnership with a global company to diversify its leadership and enhance innovation.
Exponential Talent provided implementation support, designed the program, created supporting communications, and designed measurements as the company lacked internal staff to execute the initiative. |
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Debiasing Performance Management ProcessA global internet retail company sought Exponential Talent to increase diversity and creativity in the middle and upper levels of the company.
HR department leaders recognized that performance evaluation and promotion processes can be biased, but were unsure how to detect or mitigate it, so the external partner was expected to provide expertise in unconscious bias, analyze potential problem areas, and provide feedback to scale company-wide findings and trainings. |
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Custom DEI DashboardThe client engaged Exponential Talent to develop a comprehensive DEI strategy, which included analyzing their current state using our methodology and providing DEI metrics for each area of responsibility.
With the strategy in place and alignment from leaders, the client's CEO and top executives took ownership to make change happen and sustain progress, requiring real-time access to DEI analytics. |
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Gender Diversity InitiativeDespite having initiative co-leaders and an executive sponsor in place, a global tech company faced challenges in launching a women's initiative due to differing stakeholder opinions and lack of a formulated strategy.
To overcome these challenges, the company hired Exponential Talent for their collaborative approach in creating a strategic plan and driving meaningful change. |
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Diversity Metrics & AccountabilityA major high technology company prioritized improving the acquisition, retention, and development of diverse talent but lacked the necessary diversity metrics and clarity to focus on critical areas.
To drive change, the company recognized the importance of line leader accountability and created a diversity and inclusion dashboard for the CEO to monitor progress, with initiative leaders seeking to credit leaders who tackle both long-term and short-term challenges. |
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Employee EngagementThe most diverse department in a large higher education organization, comprising several hundred employees, was tasked with improving engagement among its workforce.
Leadership prioritized this objective as a critical area for improvement, in line with the organization's focus on achieving high performance and promoting collaboration and inclusivity. |
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Improve Diversity SourcingTo progress beyond the startup phase, a technology company sought to increase diversity in their hiring process.
Their objectives included expanding their talent pool, diversifying viewpoints, enhancing employee performance, promoting innovation and teamwork, and ultimately increasing revenue. |