Build Leaders and Talent Today for Your Company’s Tomorrow
Ensuring Executive Velocity
Attract new talent to your organization while retaining and developing your rising leaders.
Hire Great Employees
Hiring great employees is a competitive advantage. Ensure your hiring process attracts top talent.
Create Successful Leaders
Leaders make or break a company. Define what competencies a leader needs to be successful and develop clear development paths.
Secure Organizational Continuity
Future business success is at risk without a succession plan for key organizational positions. Build a plan that focuses on developing internal talent to be prepared for their next role.
Checklist for Preparing for Executive Coaching
Our monthly focus is Checklist for Preparing for Executive Coaching, an important aspect of leadership and organizational success. Discover what complimentary resources we are sharing this month.
Latest Book: Replaceable
Lessons in Leadership
Development and planning tools to improve your leadership skills and tap into your team’s full potential.
Lessons in Leadership
From hiring the best, to developing and retaining your talent, read our latest to accelerate you and your team’s leadership potential.
Building a Strong Foundation for Success: The Importance of Leadership Development Programs for Companies and Succession Planning
The Harvard Business Review article "The Impact of Leadership Development Programs" highlights the importance of leadership development programs for companies. Specifically, the article notes that companies with strong leadership development programs have a 19% higher...
What is Sapient Leadership and Why Is It the New Standard for Leaders
The concept of "superhero" leadership has been a topic of debate in recent years. Ron Gutman, the co-founder of Intrivo Diagnostics, claimed in a recent article that the era of superhero leaders is over. However, not all experts agree. Some studies suggest that...
Steps for Managers to Learn Effective Team Coaching
Learning to coach a team as a manager involves a combination of developing coaching skills, building relationships with team members, and providing effective feedback. Here are some steps a manager can take to learn to coach their team: Understand the coaching...
Executive Velocity has become our go to adviser for matters relating to eHire’s human capital. Over the last several years they have worked with our executive team to help navigate our growth, drive optimal performance and develop our collaboration framework. Not only have they advised us as a team to become better leaders, but they have helped craft a process that ensures we make good internal hiring decisions by uncovering our core competencies and creating hiring profiles using Business DNA assessment.
As part of our growth strategy, CertiPay is committed to developing our rising leaders to prepare our organization for the future. Executive Velocity has been a valuable partner with us in a number of talent management initiatives over the years. The Leadership Certification Program, which she designed and implemented to address leadership core competency gaps, has become a cornerstone to our leadership development efforts. The program is in its second year and has helped to develop and retain our high potentials. In addition to the training programs, Beth has coached our high potential managers and incorporated the Business DNA assessment into their development plans.
Executive Velocity delivered a very informative and actionable workshop on Succession Planning to my Owners Advisory Council (OAC) group. They are clearly knowledgeable about the process and the challenges facing small to mid-size companies when it comes to developing and executing a succession plan. In the workshop, were real business situations and all participants received practical tools they could use. For Succession Planning advice, I would recommend Executive Velocity.
Where leading eight to ten people was difficult before, I now confidently oversee an organization of 140 team members. I can also transfer the skills learned in coaching to improve my teams’ accountability and conflict management, which can lead to significant promotions within my company.
After six months of working with Beth, our team went from two to six employees and we’re now in the process of hiring three more. We’re growing quickly because of her, and I create less friction for my employees now that communication is clear and there’s a predictable process.
Over the years, our firm has gone through several leadership and partnership changes and Executive Velocity has always been there as a trusted partner and coach to help me navigate the changes. During our time together, they have challenged me to explore the alternatives and stretch me as a leader. I would recommend Executive Velocity for any leader experiencing growth and change. They can help you get to the next level as a leader.
Executive Velocity has been a key part of our leadership growth over the years by providing coaching to myself as well as key leaders on our team. In challenging me to become a better coach to our employees, they have become a trusted advisor to me and my business partner. I would recommend Executive Velocity to any business owner who is committed to personal growth and growing their business.
As a small business owner every hire is critical to me. Executive Velocity has been instrumental in improving our hiring process by introducing a behavioral assessment and robust interview questions into our existing process. Our hiring success has improved and decreased the risk of bad hires in the future. If you want to improve your hiring process, Executive Velocity can provide the solution.