Our Work

Improvement Technologies has worked with some of the most successful companies in America. Read their testimonials and review our case studies below.

Testimonials

Quest Diagnostics

“Ruth Simeon has provided thought leadership about global inclusion and diversity, including the importance of female diversity and career progression. She expertly shares innovative insights that also allow for us to implement pragmatic solutions. She has been more than a vendor/supplier but a true partner in the design, development and implementation of both our leadership mentoring program as well as our newly piloted mentoring circles. I appreciate her expertise, customer responsiveness and hands-on approach in the areas where we've needed it.

Improvement Technologies and software partner, MentoringAnalysis.com have enabled us to achieve desired business results and increased leadership competencies. Our mentors and mentees have reported 90-100% satisfaction ratings of their experience, development and partner match.”

-Carol Blacken, Director Learning & Development, Quest Diagnostics

Gilead Sciences

“I had the pleasure to work with Ruth Simeon and Leadership Technologies (now Improvement Technologies) while constructing a worldwide mentoring program.  Their depth of knowledge and know-how allowed me to avoid some of the pitfalls I had experienced in previous programs.  Their templates and tools were invaluable in getting my program up and running worldwide in under six months time.  Highly recommended.”

-Ron Sacchi, former Director of Organizational Learning & Development, Gilead Sciences

The Transportation Foundation of Los Angeles

“The services of Improvement Technologies were performed with excellence and commitment.  The understanding of our business issues was quick and the resulting products were top quality.  If you have something you need done yesterday, call Ruth Simeon.”

William Hoston, Chairman, President & Chief Executive Officer, The Transportation Foundation of Los Angeles

Harvard University

“Improvement Technologies should have other seasoned management consultant firms looking very closely …and over their shoulders.  Ruth Simeon’s energetic, thoughtful and engaging style of consultation has time and time again yielded absolutely on target results.”

-David Jones, former Director of Workforce Strategies, Harvard University

Case Studies

Quest Diagnostics

Background

Quest Diagnostics is a 40,000 person, global corporation that provides diagnostic tests, products and services to patients, employers and health care providers.

Challenge

The company wished to develop a more diverse leadership pipeline. Improvement Technologies was contracted to design and implement Quest’s corporate leadership mentoring program and Women in Leadership Mentoring Circles. Our software, MATS™ (Mentoring Tracking Application System) supports the program.

Solution

Ongoing services to client include:

  • Workforce analysis and strategy
  • Customized development based upon business strategy and Lominger leadership competencies
  • Mentor/mentee outreach planning
  • Orientation
  • Matching, training and evaluation

Improvement Technologies provided participants with materials, videos, workbooks and learning tools. Evaluations and reports are conducted at 3, 6, and 12 months. The project began in 2010 and is ongoing.

Result

Evaluation metrics are extensive. Summary results indicate that 100 percent of all respondents reported “Great to Considerable” achievement of development goals. Those goals included improvement in leadership competencies, company knowledge, management and people skills, job performance, and job satisfaction. As a result of mentoring partnerships, a number of high potential employees have increased their engagement with the company and no longer seek employment elsewhere. A slow increase of women and people of color in higher ranks of leadership has also been noted.

Gilead Sciences

Background

Gilead Sciences is a global biopharmaceutical company that discovers, develops, manufactures and commercializes therapies for viral diseases, infectious diseases and cancer.

Challenge

Improvement Technologies worked with Gilead Sciences for one year to help them implement a comprehensive leadership mentoring pilot. We provided guidance to establish and train employee teams that helped design, implement and evaluate the pilot.

Solution

Improvement Technologies* collaborated with client to transfer mentoring methodology proven successful in numerous companies and industries. The intent was that client would be fully capable of continuing a successful program themselves. A program was customized, based on company objectives, to identify, match and train all mentors and mentees throughout the world. Our software system was used to match and track participants.

Result

To date, Gilead Sciences’ mentoring program has been sustained and is successfully managed by internal staff. The first year mentoring partnerships reported high levels of satisfaction and achievement in career planning, leadership, increased company knowledge and new skills.

* (formerly Leadership Technologies)

Hughes Aerospace, Tactical Product Operations, Division 79

Background

Hughes Aerospace is a respected engineering firm with a deep history in aviation and surveillance. Much of this capability is now owned by The Boeing Corporation.

Challenge

Hughes was developing a new division of the company and needed to implement new leadership methodologies.

Solution

Improvement Technologies facilitated a strategic executive retreat producing a framework for an entirely new organization. We designed and led the action planning, which engaged a 600 person division in the changes. Employee meetings were co-facilitated with managers to demonstrate new teams structures, work processes, and new coaching roles for managers. We worked with unions for complete inclusion and support. The action planning included communication, training, measurement, evaluation, reporting, and accountability. The effort was implemented over several months and was wildly successful.

Result

Through the process, we designed new team-based structures called villages, which integrated support departments that had been isolated from the work. The innovative paradigm created common goals and collaboration throughout this aerospace division. Efficiencies and cost savings were realized. Leaders learned to implement new behaviors successfully.

Federal Bureau of Investigation (San Diego)

Background

The client was the San Diego office of the FBI.

Challenge

Improvement Technologies was contracted to provide training for the Bureau’s Leadership Academy. The focus was to teach leaders (managers and supervisors) how to mentor others. The project lasted one half day in 2011 and one half day in 2012.

Result

The participants’ responses and evaluations were higher than had been received by other guest trainers. The client was pleased enough to have Improvement Technologies train managers one year and return to train supervisors the next year.

NOTE: The FBI’s policy is to not provide any public endorsements of vendors. Supervisory Special Agent Erika Foxworth has agreed to be a reference.

City of Long Beach, Parks and Recreation, Maintenance Operations and Marina

Background

The clients were government divisions within the City of Long Beach, California.

Challenge

Improvement Technologies was contracted to assess management and supervisory issues via interviews and survey instruments. We were asked to identify strengths, capabilities and improvement areas, which led to the creation of specific development goals, actions and outcomes. These goals would guide six months of coaching sessions and measured results.

Solution

Evaluations were completed with upper management, peers, stakeholders, and client to determine targeted management behaviors and skills needing demonstrated improvement. Coaching also guided career planning, team development, performance management and communication based upon customer needs, business expectations. The approach, using principals of Emotional Intelligence, included increased self awareness/management, development of more effective work relationships and overall improved work environment.

Result

One of the coaching assignments completed to date, achieved a two point increase (from 2 to 4) on a five point rating scale for all improvement goals. All evaluation participants were extremely pleased with the observed changes in behavior. Also, there have been no employee grievances filed since the beginning of coaching. The number of prior grievances had prompted the initial request for coaching. Another coaching assignment has had a midpoint evaluation with the client’s staff. Measurable improvement was reported on 100 percent of all targeted behaviors.

California Institute of Health and Social Services

Background

California Institute of Health & Social Services, Inc. (CIHSS) is a social service agency developed to decrease the number of children being put in out-of-home care, preserve the family structure, and increase quality of care services to youth and adults identified as at-risk in the Los Angeles and surrounding communities.

Challenge

Improvement Technologies was contracted to conduct strategic planning with executives. The project was set to last for two months.

Solution

We designed and conducted a management training retreat to help improve overall management performance, accountability, employee productivity, and increase revenue. We also taught a management system utilizing a Balanced Scorecard to plan and measure revenues, stakeholder value, employee learning, and process efficiency. A second project designed an extensive youth mentoring program for the Institute; it is pending funding for its implementation.

Result

Two months after the workshop and implementation of the Balanced Scorecard, revenues increased by 40 percent on one program and 20 percent on another.

South Central Regional Center for Developmental Disabilities

Background

SCLARC is a private, non-profit organization that coordinates services for individuals with developmental disabilities and their families.

Challenge

Project A: Executives wanted organizational issues diagnosed and recommendations provided for intervention and improved effectiveness.
Project B: Agency supervisors were considered to be either ineffective or disengaged.

Solution

Project A: Confidential interviews were conducted with key staff in all functional areas of the agency. A comprehensive assessment was completed and issues were presented to the executives along with possible recommendations. After priorities were determined, employee teams were facilitated to develop action plans for change implementation. Client managed the implementation.
Project B: Program managers were referred to our Exceptional Manager Workshop. We provided a 360 assessment; results were delivered during a one day workshop. Development plans were initiated and followed-up during one on one coaching sessions. Group coaching sessions were formed so they could collectively be coached on employee motivation and engagement.

Result

Project A: Work processes were streamlined, a staff development plan was implemented and improved leadership communication was achieved. Work is still being done as a result of the assessment.
Project B: SCLARC lost funding before a formal evaluation could be completed; however, all supervisors were pleased with their results. One found ways to use her talents within the Agency and no longer wants to change employment. Other supervisors empowered staff to lead team meetings, conduct trainings, create new procedures, and make decisions more independently. The staff is more engaged and satisfied.

Living Stone Cathedral

Background

Living Stone Cathedral is a place of worship in Lancaster, California

Challenge

The 12,000 person organization had experienced challenges with their leadership team.

Solution

Improvement Technologies conducted interview assessments with senior staff, then designed and delivered two leadership workshops. The first trained on communication, conflict resolution, team building, and leadership roles and responsibilities. The second workshop engaged the leadership to design and present their team resolutions based on the previous training. Workbooks and processes were provided for the training components. Provocative exercises were also designed.

Result

The workshops received high praise and had significant impact on leaders’ cooperation, communication and responsibility.