Client Success Stories & Insight

Impact is our purpose. Hear what our former and current clients have to say about how 1-DEGREE/Shift has advanced humanity through work at their workplace. Listen to each story as they take you on a journey of either a Shift You, Shift Your Team or Shift Your Organization success.

Toronto Tourism Cultural Transformation Story

Tourism Toronto is the sales and marketing agency that helps attract millions of visitors to Toronto every year. Their purpose is to lead the world to Toronto – Canada’s downtown – growing the visitor economy. New CEO, Johanne Belanger, needed a longer-term strategy and a way to engage, align and excite the organization.

“The team at 1-degree engaged our Board, industry partners and most importantly our staff at Tourism Toronto. They quickly understood our priority needs and helped us transform our desired future state into a reality within a very quick time frame. Thank you for the assistance 1-DEGREE/Shift!”

– JOHANNE BELANGER, CEO TOURISM TORONTO

Woodbine Entertainment Cultural Transformation Story

Chairman/CEO Jim Lawson and the executive team needed to cast a re-energized and simple 3-year organizational strategy. One that would engage and align the entire organization. After some dialogue, they also had a strong appetite to transform their culture to support their strategy.

“In order to be successful in executing our strategic plan, our #1 priority was to get the culture right. We’ve had a major transformation in the past year (and a half) with the assistance and leadership of 1-degree to engage our entire workforce and look at things differently. The work & foundation that 1-degree helped put in place was exceptional – we’ve had exceptional results and a great turnaround!”

– JIM LAWSON, CEO WOODBINE ENTERTAINMENT

Keilhauer Transformation Story

Keilhauer is a global leader in the design, manufacturing and distribution of comfortable and functional office furniture. When CEO Mike Keilhauer, felt that his team had “lost their mojo,” they turned to 1-DEGREE/Shift for support and guidance. Keilhauer started their focus on their extended leadership team – first assessing, then aligning on a leadership culture code and then providing targeted leadership development. Since meaningful and sustainable culture change needs to be modelled from the top, this is often a wise approach.

Here is CEO Mike Keilhauer at a 1-DEGREE/Shift executive breakfast sharing his culture journey going from a 38% entropy (level of friction in the organization) to an organization with a 12% entropy level. He shares his culture story about how a “yes we can” mindset and focused leadership values can fuel business results. 

“It’s been an interesting year for me, but now my job is a lot easier today.”

– MIKE KEILHAUER, CEO, KEILHAUER

“As opposed to vague culture conversations we now have a framework and specific areas of focus to improve an already solid, self-reported, culture of innovation and inter-reliance. As we approach our first year we plan to take the feedback and spend time with 1-degree ensuring the management team is leading and holding others accountable leveraging Fearless Leadership modules to the cultural expectations are met. Also, we look forward to revalidating with team progress and continued areas of focus.”

— BRIAN LANG, PRESIDENT, MASTERCARD CANADA

“We engaged 1-degree to: define the current/desired culture of our service/sales and business development team; and conduct 360 leadership reviews & provide targeted coaching. 1-degree has been a first class partner. They have been strategic, collaborative and their values-driven approach has made an impact on the behaviour of several people leaders in a short period of time. For targeted leadership & cultural development, I highly recommend them”

– MARK GIRVAN, CHIEF COMMERCIAL OFFICER, FRESHBOOKS CANADA

“At Equifax Canada, we began the culture work under the umbrella of our Customer Experience initiative. 1-degree has worked with us to fully understand our business objectives and as a result developed an approach to engage the hearts and minds of our organization on cultural change with a clear focus on “why now” for Equifax.

We have been able to surface what has been getting in the way of creating an internal culture that is aligned to our customer experience objectives. We have framed the discussion around the specific behaviours required to create and reinforce this desired culture – the outcome of the work is our Cultural Attributes, our internal blueprint for holding ourselves and others accountable.”

SAYLOR MILLITZ-LEE, VP HUMAN RESOURCES, EQUIFAX CANADA