Founded in Montreal in 1999, Intelerad is a leader in radiology imagery. Their clientele consists of radiologists, hospitals and, technicians in radiology in both private and public sectors. They stand out due to their unique flexible customer experience and their modular product that adapts to multiple realities of healthcare professionals.
We spoke with the Vice-President Talent and Culture about Intelerad’s objective was to improve agility, collaboration and sense of community in the organization in order to develop a workplace that adapts to the reality of the employees and to be a place where they feel comfortable enough to bring up new ideas. CoachingOurselves quickly imposed itself as the answer to this need of developing leadership and collaboration.
What were your objectives when you started your first CoachingOurselves program? What are the challenges you wanted to overcome?
At first, I wanted to develop our leaders’ abilities in the organization. There were no real initiatives in that vein before and many new managers had just been promoted without any management training. The organization grew rapidly which created silos. Add to this the fact that the managers are super busy making traditional leadership development initiatives quite impossible to implement. We had to think outside the box in order to recreate the natural collaboration of our early years in our present context of rapid growth.
How did your first program go? Were there any surprises, difficulties, awareness?
By creating peer learning groups with managers from different divisions, participants realise that they often share the same challenges and that it’s possible to win by breaking down silos, sharing experiences as everyone stands to benefit from a fresh eye on their issues. It brought in more accountability from the managers who beforehand were passing the blame or point finger. Now, managers are in “solution mode” and collaborate more while facing challenges. CoachingOurselves allowed them to develop active listening which ultimately helped in developing relations and empathy towards each other.
After your first program, what made you continue with CoachingOurselves?
The methodology and the pedagogy of CoachingOurselves interspersed with co-dev was found to be a very efficient learning experience for our managers. This solution ensured a model that stimulates conversations while nourishing knowledge and actively developing skills.
Moreover, the group of managers that completed this first program decided on their own to continue meeting regularly to discuss and to cultivate this relationship they created with CoachingOurselves. In 2019, we are at our 3rd year and we are launching a new cohort!
