Case Studies

Learn how the leaders at A.B. Combs Magnet Elementary School transformed their educational culture and performance through the creation of the first student leadership program based on the 7 Habits framework and see how tapping into each person’s deepest motivations, talents, and genius could impact the success of your teams and organization.

APi Group focuses on building a culture of leadership throughout all levels of their organization. With the help of FranklinCovey’s The 7 Habits of Highly Effective People®, the team has a common language and framework and revenues have exponentially increased.

Visionary CEOs recognize that building leadership at scale is a strategic asset necessary to win in the marketplace now and into the future. Greif’s CEO and CHRO created a global leadership framework and a systemic accountability system to motivate leaders to own and model this framework for their teams. Learn how these two leaders live a new kind of leadership model that transformed a century-old manufacturing conglomerate from a global organization of siloed people leaders into a unified culture of leadership.

The habits of individual effectiveness hold the power to unlock potential and unleash performance. Learn how Birchwood revolutionized team members’ individual effectiveness and organizational performance, highlighting the 7 Habits Effect in action.

Centiro uses The 7 Habits of Highly Effective People® to effectively scale and grow. See how they purposefully designed their culture by investing in their people every day.

Constellation, Inc. made plans to drive an ambitious strategy of enhancing business processes to differentiate their customer experience. The content they needed to achieve this would not only help them navigate strategy disruption but also help guide a merger with another organization.

A global food-production company focuses on employee empowerment to drive growth in multiple markets. With the help of FranklinCovey’s The 7 Habits of Highly Effective People® course, employees are continually stretching themselves and the company is on track to reach their targeted growth goal.

The Government of New Brunswick developed their Aspiring Leaders Program on partnership with FranklinCovey. This 18-month initiative targets individual contributors and new managers, enhancing leadership competencies through structured learning and peer sessions. The program has shown a 7.3% improvement in leadership skills and increased employee engagement, ultimately aiming to deliver better public services to New Brunswick residents.

A global staffing and recruiting company is focused on creating a framework to enhance their culture. With the help of FranklinCovey’s The 4 Essential Roles of Leadership™, employees from around the world are learning a common language, finding common threads, and getting to know and understand each other.

In the last three years, Hoag has nearly doubled their number of employees to almost 9,000. The more growth they experienced, the more leadership at Hoag noticed a need to align expectations of newly hired and promoted leaders. Hoag leaders—whether hired internally or externally—varied on leadership focus, which led to inconsistent employee experience across locations.

Halton’s biggest challenge was keeping all employees on the same page and focused on accomplishing the most important activities. See how The 5 Choices of Extraordinary Productivity® led to greater productivity, increased sales, and record years of business growth.

Henderson City desires to be a premier community. See how The 7 Habits of Highly Effective People® creates a common language and becomes the foundation of continual improvement.

Innereactive, a marketing and design agency, turned to FranklinCovey for live in-person learning and their All Access Pass to inspire passion and purpose within their team.

InnovaSystems International’s philosophy is to prepare employees and help them discover better ways to meet new and ongoing challenges. The 5 Choices to Extraordinary Productivity® helped employees increase their productivity and become more efficient in their work.

Intellec recognized that employees would work together more efficiently if they encouraged a single project management methodology. See how Project Management Essentials for the Unofficial Project Manager™ improved project communication, optimized resources, and increased team confidence.

An international accounting firm focuses on creating a cohesive team and common language after a merger. With the help of FranklinCovey’s The 7 Habits of Highly Effective People® course, their employees’ new mindsets and behaviors are positively impacting the bottom line.

Mary Kay China uses The 7 Habits of Highly Effective People® as a platform to implement and integrate excellent culture and beliefs into their organization. See how their people live the 7 Habits to maintain a great culture and reduce employee turnover.

With employees regularly feeling overwhelmed, Microsoft Sweden transformed their culture with The 5 Choices to Extraordinary Productivity®. See how the team began speaking a common language, prioritizing important activities, and ruling their technology — leading to each employee saving an average of 6 hours per week.

See how Minera Del Norte uses The 7 Habits of Highly Effective People® to help their people reach their full potential. By creating a culture of teamwork, they tripled production and increased productivity while reducing costs and incidents.

Mississippi Power needed to prepare for wholesale change. Deregulation of their industry was causing drastic changes in the way they served their customers. See how they incorporate The 7 Habits of Highly Effective People® to build a culture of leadership and effectiveness throughout the organization.

This case study highlights Nixon Medical’s partnership with FranklinCovey to enhance customer loyalty by improving service quality. By implementing a customer feedback process and focusing on frontline staff performance, Nixon Medical increased customer satisfaction scores from 68% to 76% and improved its Net Promoter Score from 66 to 74. This strategic approach has led to sustainable growth and a competitive advantage in the healthcare linen and apparel industry.

ODW Logistics sought to empower their managers by designing leadership development opportunities. They started asking, “What does good leadership mean for us?” and found the question to be more complicated than they originally thought. They knew their leadership programs needed to be execution-driven, results-oriented, and intellectually engaging.

Intellec recognized that employees would work together more efficiently if they encouraged a single project management methodology. See how Project Management Essentials for the Unofficial Project Manager™ improved project communication, optimized resources, and increased team confidence.

Össur implemented Project Management Essentials for the Unofficial Project Manager™ to help employees get their ongoing projects off the ground. Learn how they increased moral, saved over $75,000 per year, and dropped the average team meeting to 30 minutes.

In a rapidly evolving landscape, today’s teams need improved organizational communication, collaboration skills, and empathetic leadership to set the stage for a winning culture. Learn how Panda Restaurant Group utilized The 7 Habits of Highly Effective People® to instill individual effectiveness and develop a culture based on respect, growth, and shared principles to empower leaders and achieve more together.

Raymour & Flanigan identified skill gaps among mid-level leaders, particularly in shifting perspectives and adopting new paradigms. They utilized the 7 Habits in key areas for growth, including core competencies like proactivity, prioritization, active listening, team building, collaboration, and fostering trust-based relationships.

Shea Homes struggled to hit timelines and meet customer expectations. See how The 7 Habits of Highly Effective People® changed the culture of their organization, leading to a 77% quality increase, 4x higher client referrals, and customer satisfaction awards.

SM Energy is focused on increasing engagement and retaining talent through creating a culture of personal leadership. With the help of FranklinCovey’s All Access Pass®, leaders are talking a new language, building collaborative relationships, and discussing how to achieve goals more effectively.

Taylor found itself looking to invest more time and attention into employee attraction, retention, and engagement. Inspired by a core purpose of “creating opportunity and security for employees,” Taylor wanted its employees to know that they are the company’s most important assets.

The Christ Hospital needed flexible leadership development at scale which could highlight their mission and values. Partnering with FranklinCovey, The Christ Hospital implemented All Access Pass and delivered it to all 300+ leaders throughout the organization.

It is imperative for The Growth Partnership’s accountants to establish clear goals and measures of success with their clients before any project ever begins. Project Management Essentials for the Unofficial Project Manager™ helped them increase realization of billable hours by 15% and create better relationships with clients.

A leadership team realized that they needed to increase revenue in their sales division by improving individual and organizational productivity. The 5 Choices to Extraordinary Productivity® helped their 700 salespeople have a clear vision of success and implement changes to optimize their daily performance.

Vibe Group is a fast-growing IT staffing consultancy. Starting from two founders in 2011, they rapidly grew to 300+ internal and 1,000 external employees today. See how they partnered with FranklinCovey to scale up their learning and development program to support this rapid growth.

Western Digital was one of the largest hard disk drive manufacturers in the world, but a six-foot flood at their Thailand manufacturing plant threatened to put more than 38,000 companies out of business with a 7-year estimated cleanup time. Watch this video to see how Western Digital was able to quickly resume factory operations after the natural disaster.

X-FAB, the world’s leading foundry group for analog/mixed-signal semiconductor applications, had a need to create a common language and team building problem. They used The 7 Habits of Highly Effective people to build better personal productivity and focus on the end in mind. Watch the video to learn more.

A medical center focuses on innovating employee excellence. With the help of FranklinCovey’s All Access Pass®, their leadership education and development program has been transformed and growth continues to expand today.

As an organization, Affinity Federal Credit Union (AFCU) value growth and innovation. Despite having strong systems, team communication was ineffective. This created silos through departments and lowered employee engagement.

ASICS N.A. understands that creating healthy change requires a mental change as much as it does a physical one. They saw a great need for leadership development at every level as the pandemic quickly changed the way of working and connecting with learners. They enlisted FranklinCovey’s help to develop a common language and culture of leadership development and inclusion.

An already high-performing automotive organization desires to reach their full potential. With the help of FranklinCovey’s All Access Pass®, the CEO says the team is committed to excellence and prepared for a future of intensifying competition.

A global consumer goods company faced quarter after quarter of declining revenue and layoffs. The company’s rapidly declining trust was restored through FranklinCovey’s All Access Pass® and LiveClicks platform.

Enterprise Rent-A-Car was seeking to completely satisfy all customers will generate growth for the company and all employees. See how they focused on customer loyalty and went from the bottom of the rental car food chain to the top in just a few short years.

Ferguson is focused on developing their organization and increasing awareness of Inclusion and Diversity initiatives. With the help of FranklinCovey’s All Access Pass, they are developing stronger teams, breaking down barriers, and creating a common language.

Five Star Call Centers partners with FranklinCovey to address leadership gaps and improve organizational performance. Faced with high turnover and engagement challenges, they implemented a structured leadership development program that included executive participation and accountability measures. As a result, they achieved significant improvements in employee engagement, reduced turnover, and exceeded strategic business goals, demonstrating the importance of cultivating a leadership system within the organization.

Instead of falling victim to a financial disaster, Frito-Lay exceeded expectations. Economic recession, inflation, and unpredictable weather conditions caused massive price increases in Frito-Lay’s supply chain. They had to move quickly to change their business model. The Speed of Trust® had prepared them with a new perspective and skill set to manage through these unpredictable times.

Global Medical Response is building a culture of diversity, equity, and inclusion. With the help of FranklinCovey’s All Access Pass, leaders are helping their people navigate challenging situations while working with patients.

The Government of New Brunswick developed their Aspiring Leaders Program on partnership with FranklinCovey. This 18-month initiative targets individual contributors and new managers, enhancing leadership competencies through structured learning and peer sessions. The program has shown a 7.3% improvement in leadership skills and increased employee engagement, ultimately aiming to deliver better public services to New Brunswick residents.

A prestigious institution in medicine transforms their residents into natural born leaders through FranklinCovey’s All Access Pass®. Their residents improved confidence and self-efficacy with a solid foundation for addressing challenges as they arise.

Achieving good results during disruptive times is commendable, but the team at Irvine Valley College (IVC) strived for more. Read how the team used FranklinCovey’s All Access Pass® to address lasting changes in human behavior.

PepsiCo Foods North America desired a consistent leadership training with content that progressed over time. Curating content from FranklinCovey’s All Access Pass®, they launched their CORE Leadership program to build empathic leaders at all levels of their organization.

The City of Provo was experiencing tremendous growth and an influx in business and investments. See how they transform their culture and keep the positive momentum going with The Speed of Trust®.

Walter Baumann, owner of the Emerging Leaders Program for the UnitedHealth Group, shares his experience utilizing FranklinCovey’s All Access Pass® to increase development of individual contributors and first level managers at a global scale. Watch how he used the solutions to develop leadership skills, navigate cultural differences and achieve higher satisfaction of the Emerging Leaders Program.

ViaWest’s rapid employee growth and company acquisitions left them with a need to launch a new leadership-development program. With the help of FranklinCovey’s All Access Pass®, their leaders are equipped to build, maintain, and enhance high-performing teams.

Alamo Community Colleges was focused on keeping students enrolled in college and engaged on their educational path. See how they achieved a 17% increase in the number of degrees and certificates earned within just 8 months, significantly exceeding their original goal.

Dekalb Medical Center used The 4 Disciplines of Execution® to achieve breakthrough results with their patient satisfaction scores. See how they moved from being in the nation’s 3rd percentile to the 99th percentile.

ELGA Credit Union is committed to giving their members the best quality banking available. When their teams were spread thin chasing multiple priorities, they turned to The 4 Disciplines of Execution to help focus their teams and hit their Wildly Important Goals.

A provider of integrated environmental solutions faced increasing pressures to ramp up new sales hires while maintaining its high-performance levels. See how participants were 48% more successful at achieving their initial sales targets by using the Helping Clients Succeed®: Filling Your Pipeline® methodology.

EPunkt offers online recruitment services to information technology professionals. Using The 4 Disciplines of Execution® helped provide a company-wide transformation to align goals and create clear Wildly Important Goals to help the company grow.

A world-leading equipment manufacturer wanted to increase financing support—funding business activities, making purchases, and investing—for their sales team. Read how the 4 Disciplines of Execution not only helped them reach their goals but exceed them.

See how The 4 Disciplines of Execution have been used to create dramatic results in production and operation environments.

A financial services technology organization wanted to bring more discipline and consistency to their pipeline development, opportunity qualification, and forecast accuracy. Within 10 months, Helping Clients Succeed® helped the team triple their pipeline, from $51.6 million to $147 million.

Gainwell Technologies’ partners with FranklinCovey to implement the Empowered Leaders Program amid organizational changes. The program aims to develop transformational leadership skills, resulting in measurable outcomes such as $20M in new revenue and improved employee engagement.

A global consulting firm launched an internal sales training initiative to groom high-potential new hires. See how Helping Clients Succeed® led to an increased confidence in executing effective sales calls and managing accounts.

This mobile computing strategy company implemented Helping Clients Succeed®: Qualifying Opportunities® to break a frustrating bottle neck. See how the client surpassed their negotiation-stage value by millions of dollars within months.

Grady Memorial Hospital focused on cost savings through The 4 Disciplines of Execution®. In one year, they saved millions of dollars, provided quality assurance, and increased patient satisfaction.

While building a new addition to their hospital, Gwinnett Medical Center was determined to raise patient satisfaction scores concurrently. Watch their journey as their staff identifies objectives, outlines strategy, and maintains the focus to carry it out.

One of the world’s largest law firms was experiencing flat revenues and decreased margins. By implementing Helping Clients Succeed®: Qualifying Opportunities®, the team enhanced their abilities which led to a 6.5% year-over-year revenue growth.

Ivy Tech College was in the bottom third of campuses statewide. With 3,000 full-time employees, and 3,000 part-time, they needed a solution that could help them improve their student retention at scale.

See how Jefferson Community & Technical College used The 4 Disciplines of Execution® to empower all employees to play a role in student success. Everyone was encouraged be intentional about their goals to increase the number of credentials awarded to students.

Few industries are hit as hard as hospitality in these uncertain times. See how Marriott is able to focus and engage their employees on the most important metrics, even while their world is in flux.

Leaders and frontline caregivers at this large medical facility, one of seven hospitals and 125 clinics across the United States, knew what needed to happen in order to increase patient experience ratings. Unfortunately, the whirlwind of urgent daily tasks took precedence. Read how this hospital utilized The 4 Disciplines of Execution to raise the patient experience score.

Okland Construction wanted to support and improve relationships with their trade partners, but the systems they had in place weren’t sufficient to achieve breakthrough results. They needed to disrupt their good-enough systems to grow into something great.

Gaylord Opryland Resort & Convention Center executes on guest satisfaction with The 4 Disciplines.

One of the largest nonprofits in the western United States had a sprawling mission and too many good ideas. With the help of FranklinCovey’s All Access Pass®, the organization was able to prioritize and inspire results, improve revenues, and increase customer satisfaction.

Sanford Health is the largest rural health system in the United States, with nearly 50,000 employees. Learn how their leader-driven agility has helped the organization flex with changing times and grow into a top provider for the communities it serves.

A leading software company with aggressive acquisition growth was seeking to improve communication, sales, and leadership skills. A stronger culture emerged after 4,000+ global employees participated in the training, and more than 60% of the participants in the emerging leaders’ program have been promoted.

See how Vynamic uses Helping Clients Succeed® to better communicate with and sell to clients. After learning how to negotiate, initiate new clients, and articulate how Vynamic is strikingly different – the organization jumped to the 90th percentile for employee retention and grew revenue by double digits.

Waste Management uses Helping Clients Succeed®: Filling Your Pipeline® to ramp up their salesforce. By rethinking their sales funnel and focusing on quality of prospects, sales reps were 48% more successful at achieving their initial goals.

At WCF Insurance, 100 years of service meant that they needed to expand within their market to continue their upward trajectory. Read how WCF utilized Leading at the Speed of Trust and The 4 Disciplines of Execution to grow their organization and achieve their goals.

Whirlpool was looking for a proven process to increase their sales employee’s productivity. See how The 4 Disciplines of Execution® helped narrow their focus on selling and targetable actions – including an incremental $5.7M in the first 90-days alone.