Gig Talent
Gig Talent is an executive talent agency that provides fractional, interim, and permanent executive talent, along with strategic consulting, coaching, and transformation leadership to help organizations accelerate growth and achieve business objectives.
Proven Impact
Business Cases· 7
Aspen
Supported Organizational Change and Leadership Adaptation for Aspen R&D Head
Aspen's head of Research and Development was facing significant organizational changes, including the integration of a new Chief Strategy Officer (CSO) and major structural shifts, requiring careful navigation and adaptation. The leader needed support to effectively manage these transitions and lead their team through them. Susan Penn, a Gig Talent Certified Executive Entrepreneur specializing in coaching, was engaged to work with Aspen's head of R&D. Her coaching focused on practical application of new practices and improved communication, providing guidance to the leader during a critical period of organizational transformation. The coaching proved instrumental in supporting the leader through the substantial organizational change, helping them evaluate, accept, and adapt to the addition of a CSO and structural changes. The leader successfully applied the coaching in their practices and communication, contributing to a smoother transition during a period of significant corporate evolution.
Child Care Resource Center
Hired Director and Delivered 90-Day Coaching Support
Child Care Resource Center (CCRC), serving children, families, and child care providers since 1976, needed to fill a Director of Organizational Development position. The role required a strong fit with the organization’s values, vision, and culture. CCRC needed a hiring approach that could identify and evaluate candidates effectively for this leadership need. A retained HR search was conducted using established networks and talent pools. Candidates were evaluated with alignment to CCRC’s values, vision, and culture as a key criterion. The placement included structured onboarding support and professional coaching for the new hire, Jeanette Stalboerger. CCRC filled the Director of Organizational Development position with Jeanette Stalboerger. The engagement included 90 days of professional coaching and onboarding support to help the new leader integrate. The search and follow-on support were designed to strengthen alignment with organizational culture during the transition.
Dolby Labs
Delivered HR Transformation During Company Growth
Dolby Laboratories' HR department was overwhelmed with administrative tasks and had limited capacity to support strategic growth. The organization needed to fill multiple vacancies quickly while undergoing a comprehensive HR transformation. HR operated in triage mode and struggled to move beyond day-to-day execution. A consulting resource was implemented to take on HR leadership responsibilities. This resource became integral to the broader organizational transformation and helped lead the HR function through the transition. The effort repositioned HR from a generalist administrative function toward a more strategic business partner model. HR was transformed from an administrative, reactive function into a strategic business partner team. The work helped shift the organization from a reactive posture to a more proactive culture. It also influenced the executive mindset around HR and strengthened the team’s business acumen.
East Bay Asian Local Development Corporation
Hired a VP of Human Resources in 52 Days
East Bay Asian Local Development Corporation (EBALDC) needed to fill a Vice President of Human Resources role after their existing VP departed. The vacancy created an immediate leadership gap in a critical function. EBALDC also needed continuity to keep HR operations moving during the transition. An interim CHRO was placed to support ongoing operations while assessing the organization. The interim leader conducted GAP and SWOT analyses to clarify needs and priorities. In parallel, a retained executive search was run to identify and secure a permanent VP of Human Resources. EBALDC filled the VP of Human Resources role with Kathleen Higginbotham. The hire was completed in 52 days from introduction to first day. The two-pronged approach supported HR operations during the transition while the executive search concluded.
Global Wellness Manufacturer
Achieved Organizational Redesign for 3,000+ Employees Across 7 Locations
A global wellness and leisure products manufacturer with 3,000+ employees across 7 international locations faced an outdated structure that could not support accelerating growth and acquisitions. Leadership reported slow decision-making that delayed progress. Entrenched silos limited alignment across teams. A hierarchical culture inhibited innovation. An organizational redesign was implemented through stakeholder interviews, data analysis, and co-created strategy sessions. Governance frameworks were established to improve clarity and execution. RACI models were put in place to define roles and responsibilities. Leadership expectations were redefined to support the redesigned organization. The redesign addressed key barriers that had slowed the organization’s ability to adapt. Decision-making was positioned to move more efficiently through clarified governance and accountability. Collaboration across functions was reinforced by clearer roles and expectations. The organization was better structured to support growth and acquisitions across its international footprint.
Mid-Sized Nonprofit
Delivered 30+ Year Leadership Transition Support for Mid-Sized Nonprofit
Following a founder's 30+ year tenure, a mid-sized nonprofit in affordable housing and homelessness services experienced significant turbulence. New management lacked adequate support. The HR department suffered from high turnover and damaged credibility. Staff morale was critically low. A fractional HR consultant was deployed to stabilize the transition and rebuild HR effectiveness. The consultant conducted confidential stakeholder interviews and created a strategic roadmap. The interim HR leader was coached to navigate challenges and rebuild trust. A customized manager training program was built, and CHRO onboarding support was provided. The HR team’s reputation was restored and leadership alignment improved. New managers gained confidence and the interim HR leader regained credibility. A new CHRO was successfully integrated. The culture shifted toward empowerment.
Large Transportation Company
Achieved Team Leadership Turnaround in Under 3 Months
A mid-level manager at a large transportation company was trapped in constant firefighting mode. He solved every problem himself rather than developing his team. This pattern left him burned out and limited the team’s growth. The organization needed him to lead more effectively by delegating and building team capability. A six-month one-on-one coaching engagement was implemented. It included a qualitative 360-degree assessment from 12 colleagues to identify development areas. Coaching focused on developing others and improving delegation. The manager also implemented regular one-on-one meetings with direct reports and adopted tools for improved self-management. Within three months, the manager shifted from burned-out to an empowered leader. The team became more confident, independent, and accountable. Communication improved across the broader organization. The leadership turnaround was achieved in under three months while the broader coaching engagement continued.
Social Proof
Network Notes
We were able to peel back the onion quite a bit into different areas, where do we need to potentially focus, how might we do it, what might the impact be. The different perspectives, questions and insights from the table exploring the topics, I felt was extremely valuable. I did appreciate leaving with some tangible tasks to take on. I think it was a really meaningful conversation.
Anonymous
This consultant provided excellent consultation to our organization during a challenging time when we were facing unexpected leadership changes and fiscal pressures. Her level of genuine engagement was well beyond my initial expectations and resulted in invaluable guidance for us moving forward.
Ann Garland
Chair of the Board of Trustees
I can reach out to one of our Gig Talent contacts and share what it is that I need. Within a few days, they’ve sent more than one qualified resource for me to talk to - and then, we’re able to start right away. They really can step in and have been vetted for capacity to move quickly.
Merri Miller-Decker
SVP Human Resources
As a member of a Senior Leadership Team, communication and empowerment is the key to a successful team. The Gig Talent Consultant's presentation on candor was transformational in the way I think about critical conversations. It has allowed me to establish a baseline formula to help me deliver meaningful feedback that can allow myself and those I support to grow and evolve as a team.
Amy Haber
SVP Sales and Education
The HR Advisors at Gig Talent provided valuable insight and expertise in all aspects of our company. They took the time to really understand who we are as a business and where we want to be by helping with executive team alignment, ensuring our employees felt heard and through helping us create a strong foundation for our culture. They also assisted with identifying the right HR leader moving forward and helped onboard to ensure a smooth transition. Throughout our time working together, we have received a high quality of professionalism, expertise and guidance that has allowed us continue growing as a forward-thinking organization. Gig Talent is a knowledgeable and committed resource for any organization looking to create a competitive advantage.
Damien McDevitt
CEO
The Gig Talent Consultant's "Courageous Conversations" training course is outstanding! The interactive format kept us engaged throughout, and his dynamic and engaging style made learning enjoyable. He masterfully blended fun with real-life examples and stories, guiding us through handling difficult conversations with challenging individuals. I highly recommend this course to anyone looking to improve their communication skills in a supportive and lively environment.
Devan Ricard
HR Generalist
It was a wonderful experience to work with Gig Talent. From the start, our consultant asked the right questions, got the information she needed to plan, develop, modify, and execute a great professional learning experience for my leaders.
Sunny Cooke
The consultant we were paired with was extremely knowledgeable in the area we needed. She was very easy to work with, amiable, and always responded and completed projects timely.
Nicole Arnold
We realized that being an outsider allowed her to rethink things in ways that we were always blocked by having long-term insiders doing the work. The consultant showed bravery and courage to speak. She was fearless in saying what needed to be said…even if it wasn't always flattering. So, there was an element of right, a truth-teller, a sense maker.
George Hudgens
Vice President of Innovation
When we interviewed prospective consultants, I recall a member of our Board saying, "Gig Talent is going to take care of us." Now that our work together is complete, I can say that this was absolutely the case! From our first meeting, the Gig Talent Consultant understood our needs, and she assembled the ideal team to meet them. Their approach was collaborative but not burdensome. They provide the highest level of expertise with the utmost care for our organization and individuals on our team. Because of our work together, we have a clear direction for the future and have made significant progress toward our goals.
Shara Fisler
Founder and Executive Director
Engaging with a Gig Talent consultant provided us with essential HR foundation blocks that were critical for us at the time. As a young company, we faced challenges that required immediate and expert attention, but didn't have the bandwidth to address them while also focusing on the business. Gig Talent stepped in with the resources and expertise we needed, allowing us to establish a solid HR framework without diverting attention from our core operations. This partnership enabled us to stay focused on our growth while knowing that our HR needs were in capable hands.
Mark Steele
President
My organization was really faced with leadership development gaps, and I needed to seek out a partner externally that can really help me bridge those gaps. In talking with Gig Talent, I realized after that first initial discussion that that would be a really great partnership and support and really that's ultimately what I needed. I had several conversations with other different companies. And really what I learned as an experienced shopper throughout that process was, I needed something that was curated and customized to my organization. And in talking with Gig Talent, I realized that from that first discussion, there was that opportunity to create a program that really made sense for our organization and that's really important because we needed to ensure that that program had success and part of that success meant that it had intentionality behind that program. And so, to me that was important, and I knew after that discussion that they would be the right partner for me.
Jessica Ramirez
Vice President of Human Resources
The best conversations I’ve had all year. A room full of people who actually get it.
Anonymous
Time was so well-spent at the event. The content was great, and I enjoyed meeting the other folks. Real value-add. This will make a difference in marketing my work!
Sue DeLazaro
Gig Talent Certified Executive Entrepreneur™
The event was like a reunion for me, so I loved it. I am happy to keep learning with this fun community.
Michele Stowe
Gig Talent Certified Executive Entrepreneur™
The most rewarding part about being an independent coach is living the life of someone who has a lifestyle business. I’m so happy doing what I love to do and helping others. I’m living my purpose every day.
Anita Polite-Wilson
Gig Talent Certified Executive Entrepreneur™
About Gig Talent
About Gig Talent
Gig Talent is an executive talent agency and consulting firm specializing in business transformation and leadership expertise. They redefine how organizations access top-tier leadership and transformation capabilities by assembling highly curated teams of Executive Entrepreneurs™ and Strategic Capability Partners. The firm was founded by award-winning executive leaders who bring decades of operating experience, ensuring a practitioner-led approach to every engagement. The core of Gig Talent's offering is its Collective of Executive Entrepreneurs™, principal-level experts who have transitioned from traditional corporate structures to portfolios of consequential work. These certified and rigorously vetted professionals, along with strategic partners like Wallabi (AI & Analytics) and Talent Executives (Executive Search), deliver tailored solutions for complex business challenges. Gig Talent prides itself on providing big-firm capability with speed, agility, and a personalized touch. Their services span organizational transformation, fractional and interim executive placements, executive search, organizational effectiveness, coaching and leadership development, people and operational excellence, and even speakers. Through their proprietary ExpertSync™ process, Gig Talent precisely matches client needs with the right expertise, focusing on accelerating growth and driving measurable results. Beyond client services, Gig Talent fosters a vibrant community for its certified Executive Entrepreneurs™, offering professional development, networking, collaboration opportunities, and administrative support. The company emphasizes courage, trust, and excellence, aiming to empower leaders and organizations to embrace new ways of working and operationalize transformation at scale.
Quick Stats
Verified (HC)
HC Score
verified business cases
Social Proof
Solution Details
Products
Amplify Executive Search
A boutique retained search collaboration with Talent Executives for high-consequence roles, combining precision search with Amplify Leadership Launch coaching to accelerate a new leader’s time to trust, impact, and productivity for sustained performance.
Retained Search
Leadership Launch Coaching
Cultural Alignment Support
Coaching & Leadership Development
Sharpening strategy and the leaders who deliver it through executive and team coaching, strategic planning, leadership offsites, and expert facilitation to drive real decisions and clear ownership.
Executive Coaching
Team Coaching
Strategic Planning
Fractional, Interim & Executive Leadership
Providing senior leaders (such as CHROs and other executives) on a fractional or interim basis to step in and deliver immediate results, filling critical leadership gaps when needed.
Fractional Executives
Interim Executives
Direct Placement
Organizational Effectiveness
Elevating organizations and systems to foster high-performing teams and cultures, including team alignment, leadership development, culture and organizational design, succession planning, and honest operational assessments.
Team Alignment
Leadership Development
Culture Design
Organizational Transformation
Rearchitecting work for large-scale business transformation, including culture change, post-merger integration, operating model and structural redesign, ensuring people are brought along through the changes to implement new strategies.
Culture Change
Post-Merger Integration
Operating Model Redesign
People & Operational Excellence
Providing expert resources to drive execution, focusing on operational excellence, process improvement, program and project leadership, and building business acumen to ensure major initiatives move forward effectively.
Process Improvement
Program Leadership
Project Leadership
Speakers
Offering voices for stages, panels, or leadership offsites, with Jamie Jacobs and members of the Gig Talent Collective providing keynotes, panel moderation, offsite facilitation, and practical perspectives on courage, leadership, culture, transformation, and the future of work.
Keynote Speeches
Panel Moderation
Offsite Facilitation
Historical Performance
Anonymous
We were able to peel back the onion quite a bit into different areas, where do we need to potentially focus, how might we do it, what might the impact be. The different perspectives, questions and insights from the table exploring the topics, I felt was extremely valuable. I did appreciate leaving with some tangible tasks to take on. I think it was a really meaningful conversation.
Anonymous
The best conversations I’ve had all year. A room full of people who actually get it.
Sue DeLazaro
Gig Talent Certified Executive Entrepreneur™
Time was so well-spent at the event. The content was great, and I enjoyed meeting the other folks. Real value-add. This will make a difference in marketing my work!
Michele Stowe
Gig Talent Certified Executive Entrepreneur™
The event was like a reunion for me, so I loved it. I am happy to keep learning with this fun community.
Anita Polite-Wilson
Gig Talent Certified Executive Entrepreneur™
The most rewarding part about being an independent coach is living the life of someone who has a lifestyle business. I’m so happy doing what I love to do and helping others. I’m living my purpose every day.
Ann Garland
Chair of the Board of Trustees
This consultant provided excellent consultation to our organization during a challenging time when we were facing unexpected leadership changes and fiscal pressures. Her level of genuine engagement was well beyond my initial expectations and resulted in invaluable guidance for us moving forward.
Merri Miller-Decker
SVP Human Resources
I can reach out to one of our Gig Talent contacts and share what it is that I need. Within a few days, they’ve sent more than one qualified resource for me to talk to - and then, we’re able to start right away. They really can step in and have been vetted for capacity to move quickly.
Supported Organizational Change and Leadership Adaptation for Aspen R&D Head
Aspen
Aspen's head of Research and Development was facing significant organizational changes, including the integration of a new Chief Strategy Officer (CSO) and major structural shifts, requiring careful navigation and adaptation. The leader needed support to effectively manage these transitions and lead their team through them. Susan Penn, a Gig Talent Certified Executive Entrepreneur specializing in coaching, was engaged to work with Aspen's head of R&D. Her coaching focused on practical application of new practices and improved communication, providing guidance to the leader during a critical period of organizational transformation. The coaching proved instrumental in supporting the leader through the substantial organizational change, helping them evaluate, accept, and adapt to the addition of a CSO and structural changes. The leader successfully applied the coaching in their practices and communication, contributing to a smoother transition during a period of significant corporate evolution.
- Supported a substantial organizational change with the addition of a CSO
- Assisted with structural changes requiring evaluation, acceptance, and adaptation
- Improved the leader's practices and communication
Project Details
Hired Director and Delivered 90-Day Coaching Support
Child Care Resource Center
Child Care Resource Center (CCRC), serving children, families, and child care providers since 1976, needed to fill a Director of Organizational Development position. The role required a strong fit with the organization’s values, vision, and culture. CCRC needed a hiring approach that could identify and evaluate candidates effectively for this leadership need. A retained HR search was conducted using established networks and talent pools. Candidates were evaluated with alignment to CCRC’s values, vision, and culture as a key criterion. The placement included structured onboarding support and professional coaching for the new hire, Jeanette Stalboerger. CCRC filled the Director of Organizational Development position with Jeanette Stalboerger. The engagement included 90 days of professional coaching and onboarding support to help the new leader integrate. The search and follow-on support were designed to strengthen alignment with organizational culture during the transition.
- 90-day coaching engagement via professional coaching and onboarding support
Skills
Project Details
Delivered HR Transformation During Company Growth
Dolby Labs
Dolby Laboratories' HR department was overwhelmed with administrative tasks and had limited capacity to support strategic growth. The organization needed to fill multiple vacancies quickly while undergoing a comprehensive HR transformation. HR operated in triage mode and struggled to move beyond day-to-day execution. A consulting resource was implemented to take on HR leadership responsibilities. This resource became integral to the broader organizational transformation and helped lead the HR function through the transition. The effort repositioned HR from a generalist administrative function toward a more strategic business partner model. HR was transformed from an administrative, reactive function into a strategic business partner team. The work helped shift the organization from a reactive posture to a more proactive culture. It also influenced the executive mindset around HR and strengthened the team’s business acumen.
- 3 summary paragraphs delivered
Skills
Project Details
Hired a VP of Human Resources in 52 Days
East Bay Asian Local Development Corporation
East Bay Asian Local Development Corporation (EBALDC) needed to fill a Vice President of Human Resources role after their existing VP departed. The vacancy created an immediate leadership gap in a critical function. EBALDC also needed continuity to keep HR operations moving during the transition. An interim CHRO was placed to support ongoing operations while assessing the organization. The interim leader conducted GAP and SWOT analyses to clarify needs and priorities. In parallel, a retained executive search was run to identify and secure a permanent VP of Human Resources. EBALDC filled the VP of Human Resources role with Kathleen Higginbotham. The hire was completed in 52 days from introduction to first day. The two-pronged approach supported HR operations during the transition while the executive search concluded.
- 52-day VP of Human Resources placement
Skills
Project Details
Achieved Organizational Redesign for 3,000+ Employees Across 7 Locations
Global Wellness Manufacturer
A global wellness and leisure products manufacturer with 3,000+ employees across 7 international locations faced an outdated structure that could not support accelerating growth and acquisitions. Leadership reported slow decision-making that delayed progress. Entrenched silos limited alignment across teams. A hierarchical culture inhibited innovation. An organizational redesign was implemented through stakeholder interviews, data analysis, and co-created strategy sessions. Governance frameworks were established to improve clarity and execution. RACI models were put in place to define roles and responsibilities. Leadership expectations were redefined to support the redesigned organization. The redesign addressed key barriers that had slowed the organization’s ability to adapt. Decision-making was positioned to move more efficiently through clarified governance and accountability. Collaboration across functions was reinforced by clearer roles and expectations. The organization was better structured to support growth and acquisitions across its international footprint.
- 3,000+ employees across 7 locations
- 45+ years in business
Skills
Project Details
Delivered 30+ Year Leadership Transition Support for Mid-Sized Nonprofit
Mid-Sized Nonprofit
Following a founder's 30+ year tenure, a mid-sized nonprofit in affordable housing and homelessness services experienced significant turbulence. New management lacked adequate support. The HR department suffered from high turnover and damaged credibility. Staff morale was critically low. A fractional HR consultant was deployed to stabilize the transition and rebuild HR effectiveness. The consultant conducted confidential stakeholder interviews and created a strategic roadmap. The interim HR leader was coached to navigate challenges and rebuild trust. A customized manager training program was built, and CHRO onboarding support was provided. The HR team’s reputation was restored and leadership alignment improved. New managers gained confidence and the interim HR leader regained credibility. A new CHRO was successfully integrated. The culture shifted toward empowerment.
- 30+ year leadership tenure supported
Skills
Project Details
Featured on the Human Cloud Podcast
Gig Talent has been featured on the Human Cloud Podcast, sharing insights on HR consulting and the future of work.
Amy Haber
SVP Sales and Education
As a member of a Senior Leadership Team, communication and empowerment is the key to a successful team. The Gig Talent Consultant's presentation on candor was transformational in the way I think about critical conversations. It has allowed me to establish a baseline formula to help me deliver meaningful feedback that can allow myself and those I support to grow and evolve as a team.
Damien McDevitt
CEO
The HR Advisors at Gig Talent provided valuable insight and expertise in all aspects of our company. They took the time to really understand who we are as a business and where we want to be by helping with executive team alignment, ensuring our employees felt heard and through helping us create a strong foundation for our culture. They also assisted with identifying the right HR leader moving forward and helped onboard to ensure a smooth transition. Throughout our time working together, we have received a high quality of professionalism, expertise and guidance that has allowed us continue growing as a forward-thinking organization. Gig Talent is a knowledgeable and committed resource for any organization looking to create a competitive advantage.
Devan Ricard
HR Generalist
The Gig Talent Consultant's "Courageous Conversations" training course is outstanding! The interactive format kept us engaged throughout, and his dynamic and engaging style made learning enjoyable. He masterfully blended fun with real-life examples and stories, guiding us through handling difficult conversations with challenging individuals. I highly recommend this course to anyone looking to improve their communication skills in a supportive and lively environment.
Sunny Cooke
It was a wonderful experience to work with Gig Talent. From the start, our consultant asked the right questions, got the information she needed to plan, develop, modify, and execute a great professional learning experience for my leaders.
Nicole Arnold
The consultant we were paired with was extremely knowledgeable in the area we needed. She was very easy to work with, amiable, and always responded and completed projects timely.
George Hudgens
Vice President of Innovation
We realized that being an outsider allowed her to rethink things in ways that we were always blocked by having long-term insiders doing the work. The consultant showed bravery and courage to speak. She was fearless in saying what needed to be said…even if it wasn't always flattering. So, there was an element of right, a truth-teller, a sense maker.
Shara Fisler
Founder and Executive Director
When we interviewed prospective consultants, I recall a member of our Board saying, "Gig Talent is going to take care of us." Now that our work together is complete, I can say that this was absolutely the case! From our first meeting, the Gig Talent Consultant understood our needs, and she assembled the ideal team to meet them. Their approach was collaborative but not burdensome. They provide the highest level of expertise with the utmost care for our organization and individuals on our team. Because of our work together, we have a clear direction for the future and have made significant progress toward our goals.
Mark Steele
President
Engaging with a Gig Talent consultant provided us with essential HR foundation blocks that were critical for us at the time. As a young company, we faced challenges that required immediate and expert attention, but didn't have the bandwidth to address them while also focusing on the business. Gig Talent stepped in with the resources and expertise we needed, allowing us to establish a solid HR framework without diverting attention from our core operations. This partnership enabled us to stay focused on our growth while knowing that our HR needs were in capable hands.
Jessica Ramirez
Vice President of Human Resources
My organization was really faced with leadership development gaps, and I needed to seek out a partner externally that can really help me bridge those gaps. In talking with Gig Talent, I realized after that first initial discussion that that would be a really great partnership and support and really that's ultimately what I needed. I had several conversations with other different companies. And really what I learned as an experienced shopper throughout that process was, I needed something that was curated and customized to my organization. And in talking with Gig Talent, I realized that from that first discussion, there was that opportunity to create a program that really made sense for our organization and that's really important because we needed to ensure that that program had success and part of that success meant that it had intentionality behind that program. And so, to me that was important, and I knew after that discussion that they would be the right partner for me.
Featured on the Kudos Leaderboard
Gig Talent has been recognized on the Human Cloud Kudos Leaderboard, placing in the top 5% of kudos across all solutions. Recognition includes upvotes, shortlists, business cases, and deployments.
Awarded Top US Badge
Gig Talent has been recognized with the Top US badge for being a leading solution in the United States market.
Awarded Rising Performer Badge
Gig Talent has earned the Rising Performer badge, recognizing rapid growth and exceptional client satisfaction.
Awarded Top HR Badge
Gig Talent has been recognized with the Top HR badge for excellence in HR consulting and human resources services.
Achieved Team Leadership Turnaround in Under 3 Months
Large Transportation Company
A mid-level manager at a large transportation company was trapped in constant firefighting mode. He solved every problem himself rather than developing his team. This pattern left him burned out and limited the team’s growth. The organization needed him to lead more effectively by delegating and building team capability. A six-month one-on-one coaching engagement was implemented. It included a qualitative 360-degree assessment from 12 colleagues to identify development areas. Coaching focused on developing others and improving delegation. The manager also implemented regular one-on-one meetings with direct reports and adopted tools for improved self-management. Within three months, the manager shifted from burned-out to an empowered leader. The team became more confident, independent, and accountable. Communication improved across the broader organization. The leadership turnaround was achieved in under three months while the broader coaching engagement continued.
- 3 months leadership turnaround
- 6-month 1:1 coaching engagement
- 360-degree assessment from 12 colleagues
Skills
Project Details