Begin Case Studies
CASE STUDY #1: ALIGNING LEADERSHIP AFTER A MERGER
The Challenge
After a private equity buyout, a company merged with two competitors and went public—bringing together the original CEO and three executives from each organization. One year later, performance lagged due to misalignment across the ten-member executive team. They were still operating as three teams, not one first team.
The Solution
Begin Development designed a three-month executive alignment program combining team and individual coaching.
Month 1: Used Five Behaviors of a Cohesive Team to rebuild trust and realign goals—resulting in a reworked corporate strategy.
Months 2–3: Introduced Strengths Deployment Inventory (SDI) to deepen individual self-awareness and strengthen collaboration across leadership.
The Impact
The team shifted from competition to cohesion, improving trust, clarity, and decision-making. The company extended the engagement by three months, then another 24 months to cascade the work through VPs and their teams.
CASE STUDY #2: SCALING STRENGTHS ACROSS A HEALTHCARE ORGANIZATION
The Challenge
A public healthcare company needed to bring 1,500 employees through the CliftonStrengths assessment as part of a large-scale culture and learning initiative. Leadership wanted the program to be internally sustainable, company-branded, and aligned with their broader L&D strategy.
The Solution
Begin Development designed a custom CliftonStrengths program with a branded name, presentation deck, and participant workbook—integrated into existing L&D frameworks.
Led initial sessions with the executive and VP teams to model leadership engagement and build it.
Certified and trained 10 internal facilitators to deliver future sessions and ensure long-term ownership.
The Impact
The success of the Launch program led the company to expand its use of CliftonStrengths across the organization— adding team sessions, conflict resolution workshops, and an executive development and individual contributor track to deepen engagement and embed a strengths-based culture.
CASE STUDY #3: REIGNITING GROWTH AND ALIGNMENT
The Challenge
A privately held company of under 250 employees, led by three founders, had hit a growth plateau. Once a close, energized partnership, the leadership team had grown misaligned about the company’s direction—describing it “not as fun as it used to be (or as profitable).”
The Solution
Begin Development launched a six-month founder alignment and coaching program using DiSC to improve communication, rebuild trust, and clarify future roles. This evolved into succession planning and the creation of a new executive team, expanding leadership by six senior promotions from within the company and two new hires.
Next, we used the 12-month COLLAB Leadership Development Experience for the combined 11-member leadership team. Using Enneagram and CliftonStrengths, the program supported the team through transition, unified them as a first team, clarified strategy, and established healthy, sustainable leadership habits and systems.
The Impact
The COLLAB program became a cornerstone of the company’s growth culture—now running annually on nomination with 10 participants per cohort, sustaining leadership development and alignment year over year.