Solutions

Focus Areas Frameworks Tools Learning Programs

Business Analytics and Systems Support

WLH partners with Sales Leaders and Sales Operations to identify the business analytics and systems support needed for effective business and account planning.

Business Diagnostics

Our consultants are insightful diagnosticians, skilled listeners, and keen observers who identify root causes and develop sustainable solutions.Clients invite us back because our diagnoses are clear, complete, and accurate; our solutions are powerful and focused. WLH uses structured interviews, focus groups, and survey methods to collect information and identify issues. Clear recommendations are proposed and project teams work to identify priorities and develop action plans.

Business Planning Consulting Services

Although there are common elements in most business planning processes, each organization requires that its process reflects the needs of its unique organizational structure, portfolio, and roles. WLH has extensive expertise in assessing current practices, providing streamlined recommendations, and partnering to design templates that leverage existing systems to meet client reporting needs.

Business Review Process and Tools

Our consultants partner to design a consistent method to review and recalibrate business and account plans based on performance and marketplace conditions at pre-determined periods of time (e.g., quarterly, semi-annually). We create tools and templates to help a manager and direct reports review progress toward objectives and discuss opportunities to recalibrate.

Change Consulting Services

WLH provides change management consulting services that maximize business continuity and reduce resistance to change. WLH consultants have decades of success working with senior leaders to clearly define the change initiative, develop the business case, identify the business risks, and outline a strategic implementation plan. WLH’s proven framework, the 5C’s of Transition Leadership®, ensures leaders are ready to execute change and guide others through transition.

Communications Planning and Tools

One of the primary roadblocks to large-scale change is a lack of communication. WLH understands this principle and incorporates the development of communications planning into all change management projects. WLH offers proven methods for reinforcing key messages and ensuring leaders can articulate the rationale for change. Various checklists and tools guide teams to identify communication requirements for various internal and external stakeholders.

Competency Models and Tools

WLH consultants work with clients to identify the specific behavior-based capabilities that reflect the demands of the marketplace and strategy of the organization. The competency models need to be simple while distilling the specific behaviors that drive success. Client needs vary and WLH has worked to create enterprise-wide, as well as distinct functional models. WLH partners to ensure managers and employees understand how to use the competency models and supporting tools to recruit, develop, measure, and retain talent.

When developing competency models and supporting tools, WLH follows a disciplined approach to gathering data including anticipated changes facing the business and soliciting knowledge, skills, and abilities required to perform effectively from internal and external stakeholders.

To develop a competency model, WLH will:

  • Review existing models, job descriptions, and other relevant background material

  • Collect data through personal interviews and focus groups on role requirements and what “good looks like”

  • Utilize experts to perform content and criterion validation that tests for clarity and accuracy

  • Leverage “compliance” expertise applied to create defensible competency models and development/performance management procedures

Competency-Based Tools

  • Web-based 360° assessments

  • Manager and Employee assessments

  • Career Ladder and Differentiators

  • Behavior-based Selection Interview Guides

  • Development planning guides and training

  • Development Experiences organized by Competency

  • Just-in-time tools for on-boarding and orientation

  • Leader-Led Learning modules that develop competencies and address business challenges

  • Curriculum maps designed by Competencies

Cultural Transformation

Every organization has a culture. It is important to consider and adapt this culture during any large-scale change effort (e.g., mergers, integrations, organizational restructuring, and field expansions). The forces that cause resistance to change can also be used to drive the change effort. WLH offers proven models and best practices to create alignment between the organization’s values and beliefs, as well as the goals of the large-scale change effort for intentional cultural transformation. We identify and focus on the critical aspects of your culture that must be reinforced to enable execution of your strategy.

Custom Learning Solutions

Strategic initiatives usually require revisiting learning and skill development needs to drive desired behaviors. WLH creates learning and development solutions based on a needs assessment, clearly defined learning objectives, and the appropriate learning methodology given organizational constraints. Each learning solution is customized to meet client needs and role requirements. Our instructional designers create and facilitate live workshop applications or provide interactive distance learning.

Development Planning and Guides

Organizations that focus on skill and capability enhancement, i.e., using development planning processes and tools, see the benefit to both the organization and the employee. The responsibility for development lies with both the employee and the manager. Not all development requires formal training. WLH has helped clients see the value in customizing development guides based on competencies and roles with specific suggestions for on-the-job development and learning from others. Employees that improve their capabilities and receive manager support, remain loyal and more engaged.

Executive Coaching

WLH consultants are skilled and experienced in providing coaching to support and strengthen a leader’s ability to dramatically improve their mastery of desired behaviors and practices. WLH applies coaching best practices and methodologies in a focused, results-oriented process that includes both qualitative 360° interview data and quantitative 360° survey data. WLH has helped hundreds of leaders and their teams achieve exceptional results, accelerate projects, and collaborate more effectively – from first line managers to CEOs.

Field Coaching Forms and Workshops

For many pharmaceutical clients, WLH has designed custom field coaching forms and workshops to enhance managers’ coaching and talent development skills. Coaching programs focus on enhancing the field leaders’ ability to coach to a specific selling model, develop business and clinical acumen, and improve individual contributions to the team. Coaching efforts can be integrated with existing systems and/or our I GLASS Field Based Monitoring® offerings to create a culture of compliance.

Field Force Effectiveness

Pharmaceutical companies faced with restrictive access need to evaluate if their customer-facing roles are effectively working together in support of broader company objectives. WLH employs proven approaches to optimize field integration and cross-functional alignment for improved outcomes. Additionally, WLH can develop a customized learning curriculum with specific programs that support field leadership talent development.

Healthcare Ecosystem Analysis and Stakeholder Mapping

Given the changing healthcare landscape, customer-facing roles in the Life Sciences industry need the business acumen and skills to understand the evolving landscape. WLH has developed a structured marketplace analysis to help field professionals “connect the dots” and identify stakeholders who influence treatment and reimbursement decisions. This step-by-step approach can be adapted for different size field forces, various portfolios, and therapeutic areas. WLH customizes this approach to support business and account planning processes.

Healthcare Integration and Human Resources Due Diligence

With many healthcare institutions merging and forming new affiliations, there is a need to perform Human Resources Due Diligence. WLH evaluates the overall integration risks, cultural risks, and human capital risks associated with the merger or alliance. In partnership with the organization, WLH develops an overall integration plan that includes risk mitigation strategies. WLH leverages a deep understanding of how current trends are affecting healthcare delivery institutions and can work with senior leaders to create an integrated human capital strategy to attract, develop, and retain critical talent.

Leadership Development

WLH has worked with a number of clients to design leadership development curricula and stand-alone customized leadership programs that are grounded in best practices and drawn from executive development and adult learning. WLH partners with its clients to identify specific learning objectives and determines the most effective method for participants to address “real-world” issues and develop action plans. Most programs include customized instruments for the accurate assessment of participants’ knowledge, skills, and abilities.

View our case study: Accelerating Leadership Development Globally

Learning Needs Analysis and Curriculum Maps

WLH has extensive expertise evaluating the learning needs and developing curriculum maps for Life Sciences companies. Clients have relied on WLH to create a specific curriculum for Sales Professionals, Sales Leaders, Strategic Account Executives, Market Access organizations, Marketing, and other functions. WLH partners with L&D professionals and business leaders to identify key skills, evaluate current learning assets, and determine how best to transform these offerings for more effective distant virtual learning.

Organizational Design and Effectiveness

An organization’s design can support its mission with tangible results – or get in its way. When results start to lag, an organizational redesign can reduce layers and drive alignment. New organizational charts are only one part of the solution. WLH supports leaders in thinking through the design criteria, the impact on processes and people, and the change management for effective implementation.

Organizational Implementation Cascades

Often Organizational changes are often announced at the top with little to or no regard for how leaders will implement the change. WLH partners with clients to develop an implementation plan that ensures the vision is translated and rolled out. Often Separate plans are regularly needed to address the unique needs and challenges at each level of the organization. WLH develops the plans and provides the leader-led methods to operationalize large-scale change.

Performance Management

WLH works with clients to evaluate and enhance their performance management processes. We integrate our diagnostic skills, human capital strategy, and change management expertise to ensure our clients effectively and fairly measure performance. For many clients, WLH has designed and facilitated workshops on improving a manager’s ability to provide coaching and deliver feedback.

Pharmaceutical Sales Curriculum Roadmap & Leadership Development

WLH has worked with a number of clients to design leadership development curricula and stand-alone, customized leadership programs for field leaders. Field sales and medical leaders have unique challenges. The programs WLH provides include specific scenarios and action learning projects that address “real-world” issues. They are designed to drive business effectiveness and to create a culture of compliance. Our programs are grounded in best practices drawn from executive development and adult learning. Most programs include customized instruments for the accurate assessment of participants’ knowledge, skills, and abilities.

Post-Merger Integration

There are several common goals associated with mergers and acquisitions. Among the many goals are expectations to realize synergies, increase revenue/profitability, and improve capabilities. Our consultants understand the challenges associated with these expectations and work to ensure merger success with our post-merger integration support. Once a merger or acquisition is announced, the challenge becomes to integrate both organizations in order to achieve the strategic goals set in front of them with minimal disruption to the business.

Unfortunately, post-merger integrations are often unsuccessful. More time is spent on the upfront due diligence and closing the transaction than on the post-merger integration planning and execution – where things often fall apart. WLH works with clients during both the pre-merger analysis and the post-merger integration to gain a clear understanding of the deal thesis, strategic change goals, organizational culture challenges, and human capital risks.

All integrations are unique and require customized processes for planning, governance, scheduling, issue management, and risk management. WLH helps acquirers develop and execute flexible integration plans that properly address the organizations’s goals. WLH’s post-merger integration methodology focuses specifically on the unique needs of the organization, its teams, and its individuals.

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WLH works with clients to:

  • Develop effective integration strategies that address business risks related to organizational change, culture integration, and human capital strategy

  • Provide support and expertise from integration planning from Day 1 to Day 100 and beyond

  • Develop communication plans and techniques to keep their colleagues, customers, and stakeholders engaged, informed, and productive

  • Quickly create and align around a unified organizational culture for the merged company to ensure the focus on new and aggressive business goals is achieved

  • Design and implement a plan to jump start team effectiveness for the newly merged organization to achieve quick wins, prevent drops in performance, and build team momentum

  • Develop a human capital plan to ensure the identification, selection, placement, development, and retention of the best talent

  • Minimize business disruption and accelerate commitment to the new organization

  • Execute post-merger audits to identify additional synergy targets, realize greater deal value, and measure

View our publication: Jump Starting a Corporate Merger

View our case study: Post Merger Integration: Strategic Implementation and Culture Transformation

Post-Merger Integration Human Capital Services

Most mergers and acquisitions do not succeed because of failures to assess human capital issues and cultural integration challenges. During both the pre-merger analysis and post-merger integration, WLH has extensive expertise in helping organizations gain a clearer understanding of these concerns and developing effective strategies to address them.

Process Excellence

When there is a better way to do something, it is our job to find it. WLH works with clients to examine, target, and redesign business processes to become more responsive and efficient. WLH works with subject matter experts to improve effectiveness by eliminating redundancies, bypassing bottlenecks, and clearly identifying roles and responsibilities to core processes.

Reimbursement Services Strategy and Planning

Many Life Sciences companies are utilizing internal Reimbursement Services to support physicians’ and patients’ ability to obtain drugs and services. WLH has helped clients with the effective deployment of these resources through the use of planning, skill enhancement, and competency model development.

Senior Team Alignment

When organizations establish a strategic direction, often times their senior teams do not translate the broader objectives into operational plans. Even more challenging is gaining broad organizational buy-in and alignment. Good strategies fail when organizational commitment is non-existent or weak. WLH leverages its facilitation skills and knowledge of the client’s culture to build alignment and collaboration across business units and works with leaders to translate organizational visions into operational execution and reality.

Strategic Account Management

Changing healthcare business models require more effective account management for larger organized customers. WLH works with Life Sciences companies to enhance their Strategic Account professionals’ ability to navigate stakeholders and add value across the organization, including to C-Suite stakeholders and Payers.

Strategic Account Management Curriculum Development

Strategic Account professionals are on the front line attempting to bring innovative solutions to large organized healthcare delivery systems or payer customers. WLH has identified the core competencies needed to successfully navigate these accounts and provide account management leadership to other field resources. WLH partners with sales leaders and learning professionals to develop a blended learning curriculum that emphasizes business acumen, consultative selling, relationship mapping, and specific knowledge to understand large integrated delivery networks, payers, and other emerging business models.

Strategy Formation

For BioPharma clients, WLH collaborates with teams to evaluate when healthcare marketplace dynamics call for a change in strategic direction. WLH uses a disciplined process to help leadership teams assess the current environment, create a shared vision for the future, and develop an overall strategic plan. WLH works with clients to assess the organization’s external environment and internal strengths. We help clients determine and/or sharpen the organizational vision, gain alignment and commitment among senior leaders, and translate the strategy into clear priorities and actions.

Talent Planning

The identification and development of a leadership pipeline is crucial to organizational success over time. WLH partners with clients to develop talent planning processes and design leadership development programs based on critical competencies. Clients have relied on WLH to evaluate existing processes and support implementation of best practices.

Team Jump Starts

For most large-scale change initiatives, leaders need to be ready to operationalize the change and build buy-in at the team level. This leads to overall success. WLH partners with clients to design and implement plans for jump starting teams to achieve quick wins, avoid performance drops, and build team momentum. Managers have reported that dedicating time to Team Jump Starts resulted in more empowered teams who continue to work together toward specific objectives in an environment of trust, candor, and commitment that carries over into future endeavors