You are here:

Case Studies
  • Farrington High School
    Industry: Education
    Services: Strategic Planning, Coaching, Team Building

    Challenge

    Catherine Payne, Principal of Farrington High School, one of Hawaii’s largest and oldest schools, was placed in charge of the school’s No Child Left Behind (NCLB) formal restructuring. The school had been planning to use all of their federal funds to hire a national restructuring firm that would produce great test results in Math and Reading, a side effect of which would be losing their ability to develop programs that fit the needs of an urban, multi-ethnic immigrant, socioeconomically challenged community.

    Solution

    They instead choose to engage Fresh Leadership at a fraction of the cost and developed a fully integrated plan that engaged the entire faculty and staff. Through strategic planning and coaching, Farrington was able to achieve significant results for its leadership team, teachers, students and the community. Accomplishments included the development of a farm system of teacher leaders and administrators, a dramatic increase in the number of academies over a three-year period, $5 million in scholarships earned by graduating seniors, the creation of a PR position to guide community outreach, and numerous infrastructure and process results.

  • Leilehua High School
    Industry: Education
    Services: Strategic Planning, Coaching, Team Building

    Challenge

    Leilehua High School, a nationally recognized Blue Ribbon School serving historic Wahiawa, was undergoing a leadership transition. A new principal had assembled a new administrative leadership team, and was challenged with how to transition from a previous culture that had been hierarchical, to a more open style of collaboration that allowed for team members to play a more proactive role. A nonconfrontational culture would have to be overcome, and new skills developed that would allow team members to feel comfortable being open and direct with one another.

    Solution

    Employing a combination of Birkman assessment, individual coaching, and crucial conversations in which team members co-developed a trusting environment for confrontation, Fresh Leadership was able to achieve a rapid shift in the culture that supported the leadership style of the new principal. One of the key breakthroughs was with an individual who had a reputation for being difficult to work with. Over time, the individual was able to implement the changes requested by teammates, with remarkable results. In just three months the team noticed that they had achieved a level of trust that made it feel like they had been working together for years. Fresh Leadership built on this foundation by helping the team develop a successful strategic plan for the entire school that is now being executed by teachers.

  • The Armstrong Companies
    Industry: Development
    Services: Team Building, Coaching, Strategic Planning

    Challenge

    When Fresh Leadership was engaged by the Armstrong Companies, a leading developer in the state of Hawaii, they were in the midst of closing out one of the biggest business cycles in their history. The luxury condominium market was at its peak, and the company was running on all cylinders to take full advantage of the marketplace boom. At the same time, there were a number of challenges Armstrong needed to take on as the market began to shift. Poor communication between team members and the different arms of the business (builders, real estate and design) was impeding their ability to capitalize on market opportunities, the company needed to reposition itself for the next phase beyond the condominium boom, and the CEO needed to disengage from daily business to start planning his own transition.

    Solution

    Fresh Leadership worked with the CEO and leaders in the company and found ways to help alleviate the communications issues that were preventing successful business from being conducted. They helped the company develop a strategic plan that would reposition the company to take on more green building work, an area in which they have emerged as a leader in the last few years. Fresh Leadership was also instrumental in helping the CEO form the Armstrong Development Company a holding company helping the CEO to transition to a new role, removing him from participation in day-to-day activities as CEO of the Armstrong Builders division, freeing him to focus more on the strategic direction of the group.

  • JABSOM Department of Surgery
    Industry: Medical, Non-Profit
    Services: Strategic Planning

    Challenge

    University of Hawaii’s John A. Burns School of Medicine (JABSOM) is Hawaii’s leading medical school, counting approximately 50% of the state’s practicing physicians among its graduates or faculty. Fresh Leadership was engaged by JABSOM’s Danny Takanishi, the head of the department of surgery help manage team issues during a transition to a new operational model. Key to the engagement was involving the organization’s top decision makers in the process.

    Solution

    A short time into its engagement, Fresh Leadership realized that one of the critical barriers to progress in the organizational transformation was a single individual who had been promoted into a position to which he was ill suited. Fresh Leadership helped the organization relocate the individual to a more appropriate position, and helped the organization successfully plan and execute their transition to an acute care model in which practitioners would move to a more collaborative, multitask role, rather than the specialized, more segmented role they had previously played.

  • Pono Pacific
    Industry: Land Conservation
    Services: Strategic Planning, Executive Coaching

    Challenge

    Pono Pacific is Hawaii and the Pacific’s premier environmental conservation and management company offering a wide array of ecosystem restoration services. They came to Fresh Leadership looking for ways to grow new market share.

    Solution

    Because Fresh Leadership believes that the plan cannot be executed without the right team in place, it began its engagement with Pono Pacific, and its non-profit arm Kupu, by working with its CEO and leadership team using Birkman assessment and team building techniques. When the team was ready, Fresh Leadership helped both the for-profit and non-profit branches of the organization develop impactful strategic plans that have helped both see significant results in terms of growth. As a result, Pono Pacific has been able to pursue major renewable energy projects and is fully repositioned for high growth.