You are Carolina Beltrán-Restrepo, 46, CHRO at Grupo Mantiqueira, a São Paulo–based consumer-goods holding (R$ 3.1B revenue, 4,200 employees) operating across foods, personal-care and home-care brands in Brazil, Colombia and Chile. Fourteen months ago the firm launched a "every manager a coach" initiative. The dashboard says it's stalled. The CEO wants your recommendation in eight days.
The situation
Grupo Mantiqueira's "every manager a coach" initiative was launched 14 months ago by your predecessor, Henrique Pacheco-Sodré. It was modeled on what Microsoft did after Satya Nadella's "learn-it-all" frame, and it included: a 4-day workshop for every people-manager, a quarterly coaching-conversation cadence, a 360-feedback overhaul, and "regretted attrition" added to every director's variable comp. R$ 14M spent across vendor fees, time-off-line, and program ops. Today the firm is 14 months in and the dashboard reads: workshops 96% completed (good); quarterly coaching conversations happening at ~38% of intended cadence (bad); promotion velocity in coached layers ~4% below pre-program baseline (worse); regretted attrition unchanged.
The CEO, Lucas Faria-Lemos, in role 18 months and an ex-McKinsey partner, wants to know whether the program is broken, the dashboard is misleading, or both. He's open to scrapping it. The COO, Roberta Cavalcanti-Souza, has been publicly skeptical of "soft programs" since the Q2 margin compression and would view a scrap as a budget win. Your Brazil CFO, Mateus Brandão-Falcone, is quietly supportive but politically careful. Your three regional VP-HRs (BR, CO, CL) read the data differently — the BR VP says "it's working but slowly," the CO VP says "directors aren't doing it," the CL VP says "ICs love the workshops but managers don't have the time."