
Case study
Leadership Development in a global media company
The client
Our client was a global media company that had undergone significant change in recent years due to the rise of streaming, technological advancements, and market headwinds. On top of these industry-wide shifts, the company had recently completed a major corporate transaction that brought together two complex organisations.
The period of time post-merger was marked by rapidly changing circumstances, with primary focus on steadying the ship and maintaining operations while facing increasing pressures internally and externally. As the company entered its second year post-merger, they reached out to us at ig for help in investing in their leadership community. The organisation’s focus was shifting to the future – and the culture they wanted to build collectively.
The brief
We worked with approximately forty senior leaders across diverse internal functions. Our work was part of a larger program, which focused on three areas: Self, Team, and Business. ig delivered the individual development portion, aimed at helping leaders gain self-insight, build a shared community, and step back from the “survival mode” they had been in. The goal was to give leaders the time and tools to reflect on how they were showing up in this challenging environment, manage their teams more effectively, and find a new path forward.
“In the two years since the merger, leaders have faced unprecedented levels of disruption to our business and industry. Navigating our teams through these challenges has required superhuman abilities.”
Global SVP, Leadership, Learning, Talent, Performance and Organisation Development
What we did
Focus on Individual Development
Leaders completed Hogan assessments, followed by virtual coaching sessions to explore their strengths, tendencies, and potential derailers – how they show up under stress.
In-person event
Phase two was an in-person event, where leaders from around the globe gathered for a three-day session. The first two days focused on strategy and diversity & inclusion led by other partners. Day three was devoted to “Leading Self,” delivered by ig. We helped the group integrate their experience, drawing from the Hogan results and their reflections during earlier sessions.
Our approach was interactive, moving leaders between pairs and small groups to foster trust and invite sharing. The goal was to shift the dynamic from stress and defensiveness to empathy and proactivity. We explored questions such as:
- How can I leverage connections I make today, to succeed?
- What do I want to do with the insights I’ve gained?
- Where do I need to stretch myself to be more versatile?
Embedding learning
Phase three was focused on embedding the learning for long-term impact – sustaining the energy and momentum generated in phase two. We facilitated a series of small-group coaching sessions remotely for two months after the event. These sessions helped leaders bridge the gap between thinking and action, pulling the insights from the in-person experience into their day-to-day leadership.
The results
Positive feedback
The feedback from both participants and the contracting client was overwhelmingly positive. The shared experience helped leaders connect, realising they were not alone in facing their challenges. Participants reported that the Hogan assessments and coaching gave them clear, actionable insights. They carried these insights through the program, from the initial 1:1 development sessions, to the in-person event, through to the follow-up group coaching. The process helped the leaders crystallise key insights that could truly move the needle in their leadership.
“ig played a vital role in developing, challenging and supporting our leaders through 1:1 coaching and group sessions. They worked with us to define the most important learning outcomes, design the most relevant engagements and deliver the most insightful and impactful learning.”
Shift in perspectives
The program also helped leaders shift their perspective: from externalising agency into the system (merger, resources, restructuring), to seeing themselves as active participants in the process. They began to focus on how they could navigate and thrive within the company’s evolving landscape.
What our client had to say
Working with ig is a real joy. We work with consultants and faculty all over the world, across all areas of leadership and ig are one of the very best. They build trust very quickly, bringing down barriers of vulnerability and self consciousness, helping leaders truly commit to the process. The way ig engage with larger groups is in a similarly subtle and disarming way – drawing leaders into a conversation where they are totally absorbed and engaged.” – Global SVP, Leadership, Learning, Talent, Performance and Organisation Development
In summary
The leadership development work we delivered helped leaders in this global media company move beyond the exhaustion and challenges of a post-merger, high-pressure environment.
Through a blend of individual assessment, coaching, in-person reflection, and ongoing group work, leaders gained deeper self-awareness, built trust within their community, and developed the skills to navigate the future with greater agility and confidence.
This program not only provided a shared experience but also empowered leaders to make meaningful, lasting changes in how they approach their roles and the organisation’s future.