Case Studies - Glenn Llopis

CVS Health

When the room changed, people stopped editing themselves

The edit: Inside a supply chain organization built for standardization, people quietly trimmed the parts of themselves that didn’t fit the structure. Engagement fell, because performing a role costs more than doing the work.

What we did: Six years of leadership development with more than 475 associates, starting with the individual: their personal brand, what they uniquely solve for, and how they see and act on opportunity. Then we changed the room around them, so what each person carries is what the business actually uses.

What changed:

25%

rise in employee engagement

18%

better retention among participants

20%

gain in leadership proficiency

Employee engagement scores up 25%
Retention among participants up 18%
Leadership proficiency up 20% in areas such as collaboration
People leading as themselves, instead of performing the version the structure expected

“Our workplace shifted from rigidity to collaboration. Through reinvention, I now champion individuality in ways that empower our people.”

Jackie Power, CVS Health

General Mills

Reclaiming what the culture had edited out

The edit: People couldn’t line up who they are with the culture around them. What follows is familiar: disconnection, and the quiet suspicion that you don’t belong in the room you earned.

What we did: Leadership in the Age of Personalization, delivered over nine years to 275 employees. We built rooms where people belong, then connected each person’s purpose to the company’s mission, so contribution became personal rather than assigned.

What changed:

33%

more team collaboration and cohesion

26%

higher morale and satisfaction

16%

increase in innovation

Team collaboration and cohesion up 33%
Morale and satisfaction up 26%
Innovation up 16%, as more of each person reached the work
Trust deep enough that people stopped editing themselves to fit

“Reinvention wasn’t just about redefining how I lead; it was about rediscovering who I am. It’s given me tools to connect authentically with my team and foster a culture of trust.”

Justin Wong, General Mills

Target

Earned conviction, not performed confidence

The edit: Emerging leaders were performing a version of leadership the moment asked for, and it cost them. Many couldn’t trust themselves enough to lead with intention while everything around them kept changing.

What we did: The Discover Your Leadership Impact and Influence program, with 192 participants. Each leader rebuilt agency through self-awareness and adaptability, practiced in rooms built for trust and belonging, and left with tools that tie personal purpose to the role they actually hold.

What changed:

95%

applied the tools daily

82%

reported greater self-trust

76%

more confident leading with intention

95% of participants applied the tools daily
82% reported greater self-trust
76% felt more confident leading with intention and influence
Conviction they earned in practice, rather than confidence they performed

“This program was one of the most impactful learning experiences I’ve had at Target. It gave me clarity, momentum, and tools I could immediately apply in leading cross-functional collaboration at scale. Its personalized approach made the content resonate deeply, and I’m excited to help extend this type of development to more leaders across Target.”

Ana Sofia Camacho, Target

“In just 72 hours, this program created an environment of trust, connection, and growth that allowed us to discover the true impact of our leadership. The strategies we practiced are not only practical for leading teams and driving results but also deeply meaningful in everyday life. This program doesn’t just teach leadership; it inspires lasting change.”

Ashley Gonzalez, Target

Hear leaders describe the same shift in their own words.

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