ALIGN STRATEGY, CULTURE, ORG STRUCTURE & TALENT
“Culture eats strategy for breakfast. ”
EVOLVE YOUR ORGANIZATION TO THE NEXT LEVEL
Let’s collaborate to make great things happen in your organization. I offer advisory, consulting, and facilitation services. Partnering with your C-Suite, Human Resources, and functional line executives I work to energize, empower, and evolve people, organizational structures, and processes—and most importantly—culture. I deliver perspective; tested strategies, tools, and customized credible success metrics; as well as 30+ years of experience that includes:
strategic planning
change management
succession planning
leadership development
organization design & development
human resources strategy and functional design
project planning and execution
internal communications
internal coaching program design and implementation
DESIGN A COACHING CULTURE THAT REAPS MEASURABLE ROI
I work with leaders who understand that coaching is the cutting edge of organization and leadership development. If you are ready to bring coaching in-house while selectively leveraging external coaching, call me! Let me show you how strategic coaching investments not only pay for themselves—they expand your bottom line.
According to the International Coach Federation, a coaching culture leverages effective coaching practices and coaching competencies to enable leaders and managers to maximize the potential of their teams.
I’ve deployed coaching programs within organizations across industries. I’ve done so as a full-time in-house HR leader, as an internal full-time coach, as well as a retained external coach and consultant. If you want to learn more please use this contact form to set up a time to speak with me.
“Identifying and implementing workforce strategies in a challenging global economy is a high-priority issue for top executives. To be successful, human resource professionals and business leaders together must grapple with the many variables that affect the organization’s ability to attain its strategic objectives. They must develop quantitative and qualitative approaches to efficiently and effectively attract, engage and retain human capital.
Employers must pursue all their workforce strategies while taking into account employees, clients, shareholders and the communities served—collectively, a “four-legged stool.” If one of these constituencies is not satisfied, the stool becomes unstable.”