Case Study: A Partnership That Advanced Talent and Changed Corporate Culture

Client
A global energy technology company with approximately 98,000 employees worldwide (around 24% leaders).

Business Challenge
The organization wanted to strengthen its talent pipeline, better align talent with corporate goals, and build leadership and communication capability across organizational levels while fostering a culture that attracts, retains, and promotes talented leaders.

Goals

• Build a vibrant and sustainable talent pipeline
• Align talent with corporate goals
• Strengthen leadership and communication skills across levels
• Reinforce a culture of mentoring and development

The Partnership
The company partnered with AscentPoint Leadership, Inc. to complement its internal initiatives with external “leaders only” programs that enabled talented leaders to interface with peers from other leading organizations.

CEO Name
Chief Executive Officer

“We are committed to gender equality through equal opportunity: fair and transparent practices for the attraction, promotion, development, and retention of people with different skills and abilities.”

Rosina Racioppi
President & CEO, AscentPoint Leadership, Inc.

“The company came to us with many in-house programs already in place for developing talent. Our external programs, coupled with their internal initiatives, increased both corporate-wide contributions from their talent and opportunities for their growth. A testament to our partnership.”

Quick Facts

• Timeframe: 21-year partnership
• Leaders developed: 202
• Programs: IMpower, LEAD, The Forum for Executive Leaders
• Leadership mentoring: 35 executives supported 85 leaders from outside their organization
• Manager sponsorship: 16 managers sponsored multiple participants

Programs and Participation

Over 21 years of partnership, the company and AscentPoint Leadership partnered in the development of 202 talented leaders through:

• 118 in IMpower – for early career and emerging leaders
• 79 in LEAD – for mid-level leaders
• 5 in The Forum for Executive Leaders – for senior-level leaders
• 35 executives participated in leadership mentoring, supporting 85 leaders from outside their organization
• 16 managers sponsored multiple participants to AscentPoint Leadership programs

How the Programs Worked

Mentoring

The company had 35 executives participate as mentors, sharing insights and expertise with 85 leaders. Many mentors shared that the experience was mutual: “It is not a one-way street. We grow and transform too.” Because these mentors were corporate executives and leaders, their new insights extended beyond the individuals involved—positively influencing teams and the organization as a whole.

C.Z., Communications Manager

“I learn from the mentees and listen for diverse perspectives before moving forward with a plan. I think it’s important to recognize that I have blind spots and a team of people I trust can make a project stronger.”

Education

More than 200 leaders from the organization participated in AscentPoint Leadership programs, strengthening self-confidence, self-awareness, leadership, and communication skills. Participants cited greater resilience, risk-taking, and relationship-building that carried back to teams and day-to-day work.

K.M., Head of Inventory Management

“The learnings from the program are innumerable. Colleagues become better versions of themselves. They are more confident; and ready to seize any future challenges.”

Networking

Participants built diversified networks that broadened perspectives and strengthened their approach to work, feedback, and problem solving.

M.Z.

“I use my network. I use them for feedback and for problem solving.”

Participant Spotlights

• Chris S., Head of Distributed Order Management (IMpower)
  Chris applied expanded relationship-development skills in his day-to-day work and became more intentional about connecting with others. Before attending IMpower, he was reluctant to offer negative feedback. As a result of the program, he reframed how he approaches feedback and shared:
  “My feedback is to help, not upset employees. Constructive criticism will help them truly grow in their careers. It also helps the company, because my team is happy, engaged and more productive.”
• Meridith Z., Head of Service Sales Operations (LEAD)
  Meridith described stronger strategic leadership and confidence in a largely male industry. Toward the end of the program, her manager asked her to attend an annual meeting in his place, where she successfully represented her region and received kudos from senior leaders. She also credited the organization for keeping alumni connected with speakers and networking opportunities. The company has an active ERG that provides ongoing opportunity for connection and growth:
  “It’s not just that you go to the program and are done.”
• Sandra G., Head of HR for NA (The Forum)
  Sandra joined The Forum with an open mind, reflecting on her values, leadership presence, and where she wanted to make shifts. She shared:
  “It really helped me reflect on what I hadn’t in a while.”
  
• Sandra, in her role as Head of HR, on leaders-only programs
  “As an HR leader, I sometimes hear employees making comments about participants getting special treatment. What I like about the AscentPoint Leadership programs is that they’re not in your face. They are a safe development proving ground for leaders, without anyone feeling or saying I should have gotten that. That’s where I see much of the beauty.”

Measurable Impact

Participants returned transformed and empowered, often describing increased comfort with risk-taking and improved ability to assess business impact.

The collaboration also supported broader organizational outcomes, including:

• A high-performance culture and a stronger talent pipeline
• Leaders at all levels engaging in talent development and retention
• An increase in leadership capabilities that directly and positively impacts the organization

Takeaways for HR Leaders

• Engage managers early as the link between individual development and organizational impact
• Use mentoring and alumni networks to extend program impact beyond participants
• Reinforce visibility and connection so development continues after the program

The Outcome

The long-standing partnership between the company and AscentPoint Leadership demonstrates how mentoring, education, and networking can strengthen a leadership pipeline and foster a culture that attracts, retains, and advances talent.