As the talent market continues to reduce in size, organizations are investing heavily in efforts to retain and attract new and existing talent. Unfortunately, despite the increased importance of talent management initiatives, organizations are struggling to understand why there are still high rates of employee turnover, particularly high performing women. This resource provides best practice […]
Why expend so much time, energy, and resources hiring and developing talent, only for an organization’s stars to voluntarily leave the organization? The costs (financial and otherwise) associated with voluntary turnover are not insignificant. Direct costs associated with recruitment, hiring, and training are more obvious. Indirect costs associated with reduced productivity, lost opportunities, lower morale, […]
Over an 18-month period, one of the largest global pharmaceutical companies engaged in a strategic reorganization to help its US sales organization compete in the changing healthcare landscape, post-Affordable Care Act. The client’s decision to move to a regional business-unit structure required clarifying roles and responsibilities for the therapeutic, cluster-based sales teams.
The first month after the holidays typically includes defining and sharpening your yearly goals. As corporate objectives are cascaded, it is important that each leader aligns their team’s individual goals with these broader strategic priorities. A few key benefits of engaging in a goal setting process include: Ensuring alignment with broader company strategic direction and […]
A growing specialty pharmaceutical business unit recognized the need to define its leadership competencies and put in place an overall strategy to develop emerging leaders, first line leaders, and leader of leaders.
The international divisions of a global pharmaceutical company sought to create a Premier Employer strategy to attract and develop talent. WLH provided partnership to design the strategy and work with Human Resources leadership to implement the strategy globally.
A U.S. division of a global pharmaceutical company created and deployed clinical nurse educators to provide incremental value by educating healthcare providers. Even though the nurse educator role was viewed positively by HCPs and internally, the organization knew the role could be even more effective. WLH was asked to conduct a diagnostic assessment to evaluate […]
In just a few weeks we will be saying good-bye and thank you to 2018. It is the season of gratitude and celebrating the best life has to offer. Even with the flurry of wrapping up your to-do lists in time for some much-needed rest and family time, it is valuable to reflect upon one’s own leadership. As […]
After a major corporate reorganization, the medical operations group of a global pharmaceutical corporation sought new synergies through restructuring while continuing uninterrupted service to its internal and external stakeholders. WLH worked with senior leaders to develop the group’s strategy, design its structure, and identify operational efficiencies.
External marketplace forces encouraged a leading global specialty pharmaceutical company to evaluate its US Market Access strategy and organizational structure. Internally, the organization was preparing for a series of product launches and new indications. The primary goal was to accelerate access for ground breaking therapies and to enhance the customer experience.