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Cornelia Carter
Senior Marketing Manager
Evidence-based analysis shaping leadership development, workforce transformation, and organizational excellence across the region.
Case Study Title
Prepare UAE nationals with varying educational backgrounds, from High School graduates to Bachelor Degree holders, on the competencies and skills required for entry-level job roles in the UAE job market. Support them in applying for jobs, targeting 2,000 participants over 2 years.
Assessed participants’ skills and provided personalized career counseling.
Delivered an 8-week, 225-hour training program covering general employability skills and specialized job-focused skills.
Connected participants with government and private organizations for CV review and interview opportunities.
Enhanced Employability Skills
Improved Job Readiness
Measurable Career Placement Outcomes
Case Study Title
Develop and deliver a training program that will be focus on the use and interpretation of the mental health screening tool for healthcare for Depressive, Generalized Anxiety, and Eating Disorders for adolescents and adults (12+) conducted in Primary Healthcare Settings
Developed 2-day and 3-day training programs to equip healthcare providers with skills to assess, diagnose, and manage mental health disorders, use screening tools effectively, apply basic counseling, foster collaboration, ensure cultural sensitivity, and understand legal, ethical, and self-care considerations across all age groups.
Better mental health care delivery
Enhanced provider skills
Stronger collaboration and cultural sensitivity
Case Study Title
The utility company faced high leadership turnover despite a sustainable network. New leaders sought a company-wide behavioral change to enhance organizational effectiveness, focusing on leadership development, strategic alignment, living company values, and improving employee engagement and retention. behavioral mindset. This involves a focus on workplace flexibility, mutual reliance, and the ability to take risks and shoulder responsibility.
We implemented a comprehensive learning journey targeting leadership, strategy, values, and engagement. Programs included executive leadership training, strategy realignment, a company-wide values initiative, and employee collaboration frameworks, fostering behavioral change, stronger culture, and improved retention across all 1,500 employees.
Reduced Turnover and Increased Retention
Enhanced Employee Engagement
Stronger Leadership and Organizational Alignment
Case Study Title
SCAD needed to map assessments to job roles and develop over 10 behavioral competencies for about 180 employees. The competencies are: Intrapreneurship, Strategic and Visionary Foresight, Critical Thinking and Data-Driven Decision Making, Facilitates Collaboration and Influence, Fostering Well-Being and Coaching, Leading Change, Learning Agility, Digital Savviness, Results-Driven Outcomes & Public Service Excellence
KGC developed a matrix mapping competencies to roles, set up a training calendar for 2023, created 2 microlearning units, 4 eLearning courses, ILT courses and a self-study video for new managers. The program also included ILT, VILT, group coaching, and executive coaching, as well as PMI-PMP and CMI Coaching certification delivery.
Stronger leadership
Improved collaboration
Skills aligned with goals
Case Study Title
Train 700 to 1000 ADNOC Refining non-finance employees on financial acumen in different levels and departments over 12 months in Abu Dhabi & Ruwais
Designed a 10-module hybrid program: eLearning theory plus 3-day in-person case studies. Learners needed 70% in six core finance modules and four refining-specific modules before attending practical sessions.
Enhanced Financial Literacy
Improved Decision-Making
Measurable Learning Outcomes
Case Study Title
The Client had a weak leadership bench.
Few internal candidates were ready to step into senior roles, and mid-level managers lacked key leadership skills.
The bank often resorted to external hires, leading to higher costs and longer onboarding times.
Engagement surveys also indicated low confidence in leadership among staff.
Knowledge Group implemented a comprehensive leadership assessment and development initiative.
High-potential managers underwent 360° feedback and psychometric evaluations to identify skill gaps.
Knowledge Group then delivered a tailored development program including leadership workshops, stretch assignments, and one-on-one executive coaching for selected talent.
Senior executives were engaged as mentors to support the growth of these future leaders throughout the process.
3 leadership roles filled internally in one year.
a huge amount saved in external hiring and onboarding.
Departments led by program participants saw 15% higher team productivity and engagement
Case Study Title
For a confidential public-sector institution, we standardized learning content across programs by designing a unified, outcome-driven architecture with aligned guides, assessments, and digital assets. Results: 95%+ learner satisfaction, stronger QA alignment, reduced rework, and consistently high-quality learning experiences across formats.
Knowledge Group conducted a culture scan using surveys and focus groups, identifying gaps in communication and initiative. We led leadership workshops to redefine values, formed a cross-functional Culture Taskforce, launched collaboration initiatives, and aligned HR policies through change management training to reinforce teamwork, innovation, and accountability.
improvement in employee trust in leadership (post-transformation survey).
Decreased from 22% to 12% over 18 months.
Employee-submitted suggestions doubled, fueling new product development.
Case Study Title
The client had a siloed, risk-averse culture with low trust in management, resistance to change, and limited collaboration. Turnover reached 22%, far above healthy benchmarks. Leadership recognized the need to break down silos and build a more agile, unified culture to support growth and innovation.
Knowledge Group conducted a culture scan with surveys and focus groups, identified communication and initiative gaps, led leadership workshops to redefine values, formed a cross-functional Culture Taskforce, launched collaboration initiatives, and aligned HR policies through change management training to reinforce teamwork, innovation, and accountability across the organization.
improvement in employee trust in leadership (post-transformation survey).
Decreased from 22% to 12% over 18 months.
Employee-submitted suggestions doubled, fueling new product development.
Case Study Title
The institution faced variability in learning materials across programs, impacting learner experience and quality assurance consistency. There was a need for structured, outcome-driven content that could be applied across multiple learning formats while meeting academic and QA standards.
We designed a unified learning architecture and developed standardized yet customizable content, including learner guides, facilitator resources, assessments, and digital assets. All materials were aligned to competency frameworks and quality benchmarks to ensure consistency and scalability.
positive learner satisfaction scores
Stronger QA alignment across learning materials
Reduced rework in content revisions
Case Study Title
The Client had low employee morale and an annual turnover rate of 18%, above industry norms.
In an internal survey, only 45% of employees described themselves as “engaged.” Unaddressed staff concerns about communication and recognition were leading to frustration.
Leadership sought to create a more positive workplace and reduce costly turnover.
Knowledge Group implemented a full-scale engagement improvement program.
We launched an organization-wide engagement survey and then held focus groups to discuss the results with employees.
Managers received training in interpreting the survey and leading team conversations.
Knowledge Group helped form cross-functional employee committees to brainstorm solutions for key issues (streamlining approval processes, introducing peer recognition programs).
Leadership rolled out several new initiatives based on employee feedback including a monthly town hall for open communication, an employee recognition awards program, and more flexible work arrangements to address work-life balance concerns.
Increased from 45% to 70% engaged employees.
Dropped from 18% to 10% in one year.
50+ employee-submitted improvement ideas implemented, boosting efficiency and service delivery.
Case Study Title
The client, a government entity delivering critical public services, faced slow processes, inconsistent service quality, and inefficient, unstandardized practices across divisions. Leadership aimed to improve performance and achieve the National Quality Award, requiring a major operational and cultural overhaul to meet both internal and national excellence standards.
Knowledge Group transformed the client’s operations by auditing processes, redesigning workflows, digitizing tasks, and implementing an ISO 9001-aligned Quality Management System. EFQM principles guided culture change, supported by an Excellence Taskforce, staff training, and recognition programs, driving efficiency, accountability, continuous improvement, and preparation for the National Quality Award submission.
Faster service delivery
Increase in customer satisfaction
Reduction in errors & rework
Case Study Title
The organization faced the challenge of developing over 3,000 middle managers during a period of rapid transformation and national reform. While technical expertise was strong, leaders lacked a unified leadership mindset, enterprise thinking, and the ability to lead change across departments. Siloed execution, inconsistent leadership behaviors, and limited coaching capability were impacting performance and engagement
A fully customized, three-month leadership development journey was designed based on the organization’s strategic priorities and the Government’s Leadership Competency Framework. The program focused on Leading Self, Leading Teams, and Leading the Enterprise, and included blended learning, action learning projects, executive and performance coaching, assessments, and real government case simulations. Cohorts were delivered at scale while maintaining depth and personalization.
Leadership Capability at Scale.
Improved Execution & Collaboration
External Recognition & Employer Brand
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