When time is money
A global credit agency headquartered in Belgium was looking to re-platform its reporting activities across multiple countries. This large-scale transformation quickly exposed the fragmented ways of working among Business Analysts and Project Managers. While teams were focused on different products, they followed shared processes and operated under tight deadlines leaving little room for trial and error.
Team members were used to working independently. Now, they had to fast-track their self-awareness and learn how to collaborate effectively, despite departmental and regional differences. This shift required more than operational alignment. It demanded clarity, trust, and support at the individual level.
Building trust through clarity
The first step was establishing a shared baseline. Everyone needed to understand where they stood, both individually and as a team. This clarity was key to creating a psychologically safe space where people felt confident to reflect, grow, and contribute.
From there, personalised one-on-one sessions gave each team member insights into their leadership and delivery competencies. These weren’t generic evaluations. They were tailored, role-specific, and grounded in real-world demands. Through gamified assessments and deep coaching conversations, each person was given the opportunity to explore their development path in a meaningful way.
This wasn’t just valuable for individuals. It was also critical for the team leader, who received a comprehensive view of the team’s strengths and areas for growth. With that insight came actionable guidance on how to support capability building through targeted coaching, mentoring, or training.
The project was intentionally designed to focus on individual growth rather than team-level restructuring or short-term initiatives reinforcing the message that this was an investment in people, not a performance review.
Read - Why delivery maturity is essential for successful change
What made the difference
A key factor in the project’s success was early alignment. This wasn’t about workforce reduction or performance ranking. It was about enabling people. That distinction shaped the tone of the entire intervention and helped build trust from the outset.
Another success factor was the experience of the team guiding the process. Our experts brought not only a structured methodology and data, but also empathy, lived experience, and credibility. They had stood where these professionals stood, and that made all the difference.
More than methods, a mindset shift
Ultimately, what we offered wasn’t a fixed solution but a different perspective. A way for individuals to view themselves and their colleagues differently, to collaborate more effectively, and to take ownership of their growth.
Want to find out how mature your delivery organisation really is? Connect with us to explore your tailored Delivery Maturity Uplift journey.
