Leadership Advisory

Upfront planning is key to an organization's success.  People & culture are the drivers in making it happen. Intake phase – meet key stakeholders as a means to better understand the culture and how it translates to the market. Develop an understanding of current and future vision they are wanting to achieve. Through these initial conversations can assist clients in thinking through what they are ‘asking for’ and what it is they really ‘need’ or ‘want’, which may or may not translate into a new position vs redistribution of functions among the team, etc. Being clear on the function is a key foundation to benchmark the team and stay grounded on what is most important moving forward.

Beyond assisting the client in looking at their internal strategies and goals – assist organizational leaders on assess their current team and what is needed in the future, whether internal training and development or external support. Bring an external lens from a market perspective and challenges related to the competition for talent in the market compared to developing talent internally.

Strategy + Consulting

Move senior leadership teams beyond solving for compliance and standardization. Primary focus should be on personalization and inclusion. Inclusion and individuality can solve for compliance and growth.

Leaders in Transition

Individual coaching for Executives with a focus on the following:

 Strengths in senior leadership coaching – work with C-suite, boards of directors on organizational growth and individual advancement.

Niche Strengths: physician leaders – build relationships with them easily from time spent working as a nurse, most notably in the operating room and patient education areas, and over the last 20 years in the area of executive search/coaching.

Expertise career coaching/executive transition coaching, working with senior leaders on the development of individuals to be future leaders and leaders moving out of senior roles into 'next phase'/retirement.

Interest in women leaders and continuing to support and coach senior executives who have the desire to be in broader, senior leadership roles or overall greater success/fulfillment in their current position.

Executive Integration Coaching

“On average, 25% to 40% of new hires are either terminated, self-selected out of the new position or assessed as not meeting expectations (disappointing performance) after six to twelve months in the position. Some organizations report even higher rates.” – Michael Watkins, Harvard University

Partnering with hiring leader throughout recruitment process to design custom leader assimilation program for new leader’s first six months to a year of employment. Key questions as part of the integration of new leaders - Do the organizational values and culture properly mirror the expectations of your consumer-employees? At the end of the day, all of your employees are consumers and they have a certain level of expectation as a consumer, which they’re now bringing into the workplace.

BENEFITS:

• Reduces the probability of high failure/disappointment rate of these leaders.

• Supports and guides the leader in initiating new ideas and innovation.

• Provides personal assistance in effectively dealing with people and potentially challenging situations during the first six months.

• Provides an independent and objective mentor, sounding board, and coach.

• Helps the leader develop and implement a 12-month strategic blueprint aligned with business objectives that includes key goals, strategies, and initiatives.