I am a mentor, executive, leadership coach, HR aficionado, a teacher at heart, and a guide for executives and teams for strategic planning, and organizational development. My associates and I are known for being level-headed and ensuring common sense in all situations.
Fortune 500 Leader, Family and Small to Medium Business - Strategic Executive and Coach, SHRM Senior Professional Certification (SHRM-SCP), International Coaching Federations -Certified Professional Coach (ACC)
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A non-profit executive director was struggling to gain clarity for her role while juggling an overwhelming number of priorities. Through coaching, she was able to build her confidence to ask for what she needed, while gaining support from the board for hiring and streamlining the operations.
I partnered with a Vice President of Operations in a family business which included 3 generations. As the first non-family executive, he needed coaching on navigating the family politics, while also ensuring he was able to gain clarity on his mission within the organization, (including the family’s expectations). Through coaching, he was able to build relationships and deal with some “low hanging fruit” thereby clearing the path for him to implement a larger strategy for the operations of the business.
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Executive Coaching Examples:
Julie In Action:
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The CEO of a local service organization felt that his executive team was not fully functional and that there were behaviors within the team causing them not to be able to align on a base plan for the company's growth. Through the utilization of a team assessment and group coaching, we were able to surface the issues and behaviors that were holding them back; from there the team was able to align on ground rules, acceptable behaviors and align on purpose and values for the company.
The executive team of a local firm was struggling with creating their strategy for long-term growth. They had grown organically for several years and had not fully embraced the idea of adding a certain level of structure to their operation while being mindful not to over-engineer their internal processes. Through group facilitation, we were able to arrive at the priorities for the year and implement sound practices and SOPs to ensure the right level of accountability for the operations team.
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Team Coaching and Facilitation Examples:
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A startup organization did not have enough employees to justify a full-time Human Resources professional and we worked together to develop a plan for fractional HR support. While there I tackled several HR projects related to talent management, onboarding and policy creation.
A state agency had a new HR team that needed training on how to handle employee issues, particularly complaints of discrimination and harassment. We worked together to customize a training plan to up-skill the team in the most efficient manner, which involved a very interactive workshop using real examples from their organization.
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HR Consulting Examples:
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