Results:

SUCCESS STORIES

Learn about the experiences and results our clients have had with the use of ITO. Your company could be next! Contact us now!

Client 1

B2B Office Supplies Company

The client had a telemarketing system and conducted nationwide distribution.

Using the data collected with ITO, the following strategy was implemented:

  • Customer segmentation and specialization of the sales force.
  • Definition of competency profiles for sales force associated with segments.
  • Competency assessment in recruitment and selection of salespeople.
  • Portfolio reallocation for current staffing and productivity indicators.

Sales Growth

They increased by double digits in a mature industry with high levels of competition.

Average Sales

The average sales per salesperson increased by 33%, enhancing their satisfaction with the company.

Reduced Staffing

The staffing rate was reduced by 20%, providing greater stability to the company.

Expense/Sales decreased by 17%

Providing greater control to the company over its finances

Client 2

Well-established Bank with a strong brand recognition

Staffing dispersed across over 12,000 individuals, unified systems, and centralized HR

Challenges with disconnect and communication of plans and strategies organization-wide.

Challenge: Enhance a new role to serve as a bridge, expert in processes, capable of understanding organizational challenges, and effectively communicating them to branches.

Using the data collected with ITO, the following strategy was pursued:

  • Definition of profiles, Evaluation and Development of competencies.
  • Design of a training program based on Business Simulators for the development of skills such as analytical, systemic and strategic thinking, decision-making, among others.
  • Unified criteria in decision-making, analytical thinking, and leadership styles.

Results

The position of Operations Manager was successfully established in each branch nationwide, thereby enhancing communication between senior management and middle management within the company and streamlining the implementation of organizational plans and strategies.

Client 2

Well-established Bank with a strong brand recognition

Staffing dispersed across over 12,000 individuals, unified systems, and centralized HR

Challenges with disconnect and communication of plans and strategies organization-wide.

Challenge: Enhance a new role to serve as a bridge, expert in processes, capable of understanding organizational challenges, and effectively communicating them to branches.

Using the data collected with ITO, the following strategy was pursued:

  • Definition of profiles, Evaluation and Development of competencies.
  • Design of a training program based on Business Simulators for the development of skills such as analytical, systemic and strategic thinking, decision-making, among others.
  • Unified criteria in decision-making, analytical thinking, and leadership styles.

Results

The position of Operations Manager was successfully established in each branch nationwide, thereby enhancing communication between senior management and middle management within the company and streamlining the implementation of organizational plans and strategies.

Client 3

Specialized construction firm managing highly complex projects concurrently.

The team consisted of highly experienced individuals resistant to change, alongside newcomers with high potential for development.

Management was led by an industry veteran highly respected by the founders, who are current directors.

Challenge: Given these generational differences, the goal was to identify the future leadership of the company to ensure its continuity.

Strategy implemented through ITO:

  • Restructuring of personnel management based on competencies.

Results:

Design of critical position mapping

This enabled a clearer identification of high-impact roles crucial for strategy implementation, with significant replacement costs.

Succession planning for key positions

Clarity was achieved in identifying individuals best suited for placement in key senior management positions, both presently and in the future, saving time and money by minimizing subjective errors.

Corporate academy

Through this, growth and training of personnel were facilitated efficiently and automatically, creating a continuous flow of qualified staff ready for promotion at any time.

Competency development

Through mentoring of critical teams, talent detection and development, decision-making, and strategic thinking were primarily enhanced.

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