Success Stories

For the past several years, Craig Davis has worked with a variety of colleagues to design and develop these custom, highly interactive training and consulting programs:

Served as lead designer / developer on a far-reaching two-year culture-change engagement with a financial institution. Virtually every facet of the customer and employee experience was impacted: from hiring / interviewing, to communications and coaching skills, to performance management and competencies.
Designed the curriculum to support the creation of a brand education and advocacy program for the Chinese and Indian regions of a Fortune 100 U.S. manufacturer.
Collaborated with two other designers to create and deliver a program for a major cable company to train and certify a cross-functional management team who serve as the "eyes and ears of the consumer" on key projects.
Developed Leadership Training programs for two different restaurant chains. Topics included Leadership Styles, Accountability, Coaching & Feedback, Time Management and Prioritization.
Served as part of a design team to create a week-long onboarding program for management consultants. The week featured an initial "learning map" overview activity, a two-day simulation, and an interactive workshop, during which participants "build" a personal development plan by exploring various company websites.
Mapped a custom sales process to form the basis of a 2-day program for a global provider of network systems. The interactive team activities embedded the strategic rationale and methods required to effectively build high-level relationships, manage accounts, and qualify opportunities in the context of the new process.
Created and staged a raucous and engaging learning event for 100 top cable sales performers on a Caribbean retreat. The themed learning activities provided a rare opportunity for sharing best practices, demonstrating product knowledge, and refining sales techniques.
Over a two-year period, designed and delivered a multi-phase education program to establish new management and front line roles in banking centers. It included highly interactive training modules to: (1) establish the new roles, (2) enhance the roles via on-line and classroom modules to build foundational skills, and: (3) expand their effectiveness with other selling and relationship-building skills.
Created a multi-level training and communications program to prepare HR professionals and line managers of a manufacturer to perform as drivers of the company's Organizational Development process. It provided specific tools, action planning and internal support vehicles to promote participation in the OD effort and the overall performance management system.
For three consecutive years, coached the multi-function business development "corps" of a large northeastern state. Not salespeople by profession, participants learned to proactively reach out to businesses around the country: analyzing their potential; working as a team in a decision-making process; and planning an approach to maximize the potential for investment or relocation.
Collaborated with the communications and project management teams of one of the world's leading auto manufacturers to create and implement a process for managing the relationship with their Dealers during the two-year development, design and construction of branded multi-million dollar facilities.
Played the lead role in creating the content and delivering a curriculum that helped a luxury retailer translate an intimate understanding of their brand message and their customer to employees as part of launching an exciting new store concept.
Co-created a "week in the life" business simulation for supervisors and managers to illustrate the principles, tools and behaviors of a management operating system. The program is being used by a leading global consulting firm to support their extended engagements to implement operational improvements in their client companies.
Co-Designed a curriculum to guide a computerized business simulation. The challenge here was to first help the client reconfigure an existing computer program to more closely reflect their best practices. Only then were we able to create the engaging "real life" scenarios and challenges of the simulated business environment itself.