Building Organizational Momentum

Case Studies of Business Results

Individual Coaching

Leadership Development for Teams and Organizations

Recalibrating Success for Senior Woman Executive

Adding Greater Work/Life Balance for Increased Impact

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A highly motivated senior executive whose job and family responsibilities had expanded over recent years sought outside support to improve her effectiveness during a very stressful period of change.   Client specifically wanted to increase leverage, build her executive presence, and define boundaries both to herself and others. With the aid of personal assessments, tools, and role-playing exercises this client has been able to anticipate and manage stress better, delegate with greater clarity and purpose, and speak with increased confidence.

Providing Counsel and Trusted Partnership to 5 Year CEO Reign

Helping Evolve the Leadership Style and Strategic Mindset of a First-Time CEO

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Served as transition partner and trusted leadership advisor to a newly appointed CEO. Provided insight and guidance on key corporate and client-facing stakeholder relationships required in new role including needs, preferences, risks and potential blind spots.  Partnered with him to assess business and talent needs and align the talent strategy to meet changing expectations. Helped to reinforce a performance-based culture, improving the ability to attract and retain top caliber employees that are engaged to do their best work.

Leveraging Existing and New Talent for Maximum Business Impact

Helping Define Business Needs / Building a High Performing Team

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A new senior executive was hired to upgrade the business’ technology and transform the function to increase efficiency and strategically align with the business. Guided business executive and internal business partners through a sensitive transition impacting process, structure and talent.  Helped identify human capital needs, increase communication, and address internal/external talent gaps.

Designing & Implementating Leadership Development Programs

  • Succession Planning.

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    As part of a program championed by CEO of Fortune 100, selected by a global investment bank to implement a program to retain and advance career paths for next generation of top 10% high performance/high potential leaders.
  • Leadership Development.

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    For a U.S. based asset management firm, devised and spearheaded a senior management sponsored next generation leadership mentoring and collaboration program. The participants were comprised of direct reports and heads of key functions who gained from regular top/down, down/up, cross-functional exchanges and targeted leadership and development training.

Maintaining Culture & Navigating New Path After CEO’s Departure

Imparting Organizational Calm and Resolve, Amidst Trying Conditions

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Following the unexpected departure of CEO during turbulent market conditions, worked closely with senior management team to maintain calm across 300-member firm and progress towards the best replacement solution. Assumed leadership role in building parent and subsidiary firm consensus around candidate attribute and success criteria and guiding the hiring process forward through selection and onboarding.  Played key role in keeping formal and informal communication chains flowing throughout the Firm. CEO was successfully found and in place by target date and all key employees remained in place to begin new journey together.

Managing Human Resource Component of an Acquisition

Providing Seamless Integration of a Mid-sized, Global Business

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Hired by the Business Head of a multi-national bank to manage the seamless integration of a 900-person firm from US, Canada and the UK into the $11B equipment, financing, and leasing arm of the bank. Assessed organization’s talent, aligned and mapped them to incumbent, and facilitated transition.  Retained all critical employees, transferred all employees to common platform, and communicated conversion steps and accountabilities throughput the process.

Shaping and Building a Modern Human Resources Function

Helping Scale the Business with A Deliberate, Human Capital Focus

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Helped thirty-five-year-old firm identify and effectively communicate its core legacy values, while at same time transition firm to a more modern and flexible staffing model supporting business growth. Spearheaded more transparent performance management and right-sizing plan and process. Provided organizational role clarity and hired senior leaders into key critical positions.  In ten years, the firm grew from 150- 300+ employees while tripling its assets.