Central Restaurant Products operates in a highly competitive environment selling digital catalog products to businesses nationwide. While growth was a priority, internal pressure had begun to take a toll. Sales teams were positioned against one another, communication was largely transactional, and mistrust of leadership quietly undermined morale. Employee satisfaction survey scores were low, and momentum was slowing despite strong market demand.
Kerrie Lafky, Director of Employee Engagement, brought a seasoned perspective to the challenge. With 30 years in human resources and exposure to virtually every major speaker in the industry, she recognized that the organization didn’t need another motivational talk. It needed a fundamental shift in how people related, communicated, and led—both operationally and culturally.
The work began with a one-hour keynote delivered to the leadership team, focused on revealing and upgrading the unconscious beliefs and assumptions driving recurring “people problems.” Rather than surface-level tactics, the session addressed the root causes of mistrust, rivalry, and disengagement. After the keynote, leadership was asked to vote on whether to continue with this approach. The decision was unanimous: yes.
That vote led to a year-long Mesmerizing Leadership program with the leadership team. Over that year, leaders were upgraded from transactional managers to transformational leaders. Accountability increased. Communication became clearer and more persuasive. Biases and blind spots were addressed directly. Psychological safety replaced internal competition.
From there, the organization co-created a Values-Based Leadership Blueprint, clarifying company values and, critically, defining what those values looked like in action within each department. As alignment strengthened, trust was rebuilt. Engagement improved. Growth followed. The work proved so effective that the partnership continued for nearly five years.
The cultural shift was measurable and sustained.
Employee satisfaction survey scores nearly doubled. Revenue grew from $75 million to $135 million. Bonuses were awarded annually as growth goals were consistently met. Employees reported genuine excitement about coming to work. The company even redesigned the building’s interior to enhance the employee experience, an upgrade that also elevated the customer experience.
Recruiting became easier as well. The culture became a magnet for younger talent, including Gen Z workers drawn to a workplace that valued belonging, clarity, and purpose.
As Kerrie summarized, the difference wasn’t style, it was impact. The work changed lives not just at work, but at home, creating a culture that could grow without burning people out.
Key Results at a Glance
- Revenue growth from $75M to $135M
- Employee satisfaction survey scores nearly doubled
- Leaders upgraded from transactional to transformational
- Annual bonuses awarded through sustained growth
- Improved trust, communication, and accountability
- Enhanced employee and customer experience
- Stronger recruiting appeal, including Gen Z talent
- Nearly five-year sustained culture partnership
