Case Study
Strengthening Organizational Culture in the Midst of Transformative Change
Client
A Fortune 200 health insurance provider with more than 9,000 employees
What We Did
Shaped company story that provided clear vision about where they were going and why, and readied the company for implementation
Outcome
Leaders and employees adopted “one-company” mindset needed to successfully embrace change
Industry Shift Leads Fortune 200 Health Insurance Provider to Change Its Organizational Culture
THE SITUATION
A Fortune 200 health insurance company with a long-time culture of siloed thinking and internal competition for resources was faced with a far-reaching, significant, organizational culture change.
With a history as a decentralized holding company, they needed to cut costs and take advantage of the growth opportunities afforded by changes in the healthcare industry. In order to do so, the company needed to bring its leadership together for the first time around a new business strategy and financial plan.
WHAT WE DID
Blue Beyond worked with the senior leadership team and various functions to shape a common story about where they were going and why, and then helped them do the hard work of transforming the company to be ready for major changes in the industry.
Strengthened Leadership Alignment
We helped create and manage ongoing leadership conversations that built a one-company mindset and set a higher standard for leadership performance.
Evolved Brand and Company Culture
We worked with leaders across the business to strengthen consumer awareness, pride and a “can-do” spirit of innovation, cross-boundary communication and effective compliance.
Built Organization-Wide Communications Capability
We helped to transform the communications function from “reporting” on the organization’s news to become a true asset in leveraging tools of the communication trade to help transform the organization.
Delivered Excellent Change Leadership
We were integrally involved in several business critical strategic change efforts — including organizational restructuring, launch of new business capabilities, new business launches, strengthening compliance to new business processes, and more.
OUTCOME
“Thanks to your guidance my thinking is elevated and strategic, having traded in my tactical focus for one that ‘helicopters up’. I focus on ‘speaking into people’s listening’ to drive culture change. And I prioritize developing tools that create a ‘universal source of truth’.”
Company transformed its culture away from a traditional, siloed way of thinking to adopt a “one-company” mindset modeled by leadership, enabling employees to prepare for and support new business and process changes.
