Case Study
Driving leadership alignment and organizational resilience through self-awareness
Supporting a new leadership team through rapid growth and organizational change.
The San Francisco Child Abuse Prevention Center (SFCAPC), a nonprofit dedicated to preventing child abuse and promoting family well-being, had evolved from a small grassroots organization into a large, complex agency delivering a broad scope of services.
New Executive Director Katie Albright was tasked with leading this transformation. With a newly formed leadership team comprising individuals of varying tenure and backgrounds, SFCAPC faced communication gaps, inconsistent leadership practices, and a need for greater cohesion. Their outdated leadership development approach no longer met the organization’s needs. SFCAPC turned to The Myers-Briggs Company to help align leadership and reinforce its mission during this critical growth phase.
Multi-assessment leadership development program for collaboration and self-awareness.
Over 18 months, The Myers-Briggs Company consultant Dr. Sarita Bhakuni delivered a tailored leadership development program that included executive retreats, individual coaching, and team workshops. Four assessment tools were used to drive insight and development across the leadership team.
This comprehensive program created a safe space for honest conversations, improved collaboration, and encouraged personal accountability across the leadership team.
Key Programme Elements:
Increased confidence, communication, and collaboration across the organization.
The program helped SFCAPC's leaders build stronger relationships, understand each other’s perspectives, and resolve challenges more effectively. The team shifted from working in silos to operating with collective purpose. Decisions that once took months were made in days, and trust among leaders deepened.
Critically, the team also learned to integrate self-care into their culture—supporting long-term sustainability in a demanding sector. The CPI 260 revealed high performance but also a lack of attention to personal well-being. By acknowledging this, the team began holding each other accountable for rest and balance.
Moreover, the tools helped SFCAPC question the status quo and make space for creativity. The TKI assessment taught them to navigate conflict constructively, leading to healthier dialogue and a more cohesive team culture.
As a result, staff at all levels now better understand leadership’s vision and how their daily efforts contribute to the mission. Team morale, confidence, and alignment have significantly improved—setting the organization on a stronger, more resilient path.
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