Talent Consulting: Align Your People, Structure, and Strategy

Your people challenges don't fit in neat boxes and neither should your solutions. Strategic talent consulting addresses the organizational challenges that require custom approaches: building competency frameworks, designing selection processes, aligning organizational structure, and creating development programs to drive performance.

I bring the same psychological rigor and evidence-based approach to consulting that I do to assessment and coaching. The difference? These engagements are designed to create scalable systems and frameworks that serve your organization long after our work together ends.

I help you solve problems like:

  • Is our talent aligned to meet our future strategy?

  • How can we streamline and standardize our hiring processes?

  • Are we spending our development dollars efficiently?

  • How do we stop our best people from leaving?

How Consulting Works

Every consulting engagement is uniquely designed around your specific challenges and goals. While the scope and timeline vary, the approach remains consistent:

Discovery: I start by understanding your business strategy, current challenges, and what success looks like. This includes stakeholder interviews, document review, and assessment of your current state.

Design: Using psychological frameworks and organizational best practices, I design solutions tailored to your context—not generic templates pulled from a shelf.

Implementation: We work together to roll out new systems and frameworks. Depending on your needs, I can lead the full implementation or provide concentrated support to your existing team.

Ongoing Support: Change doesn't happen overnight. I provide follow-up support to ensure new systems take root and deliver the intended results.

Consulting Services Include

  • Competency Modeling & Leadership Frameworks: Define what great looks like in your organization and create scalable tools for selection and development

  • Organization Design & Development: Align structure, roles, and responsibilities to support your strategic goals

  • Selection Process Design: Build interview protocols and assessment approaches that identify the right talent

  • Leadership Development Programs: Create development experiences tailored to your leaders and organizational needs

  • Due Diligence Support: Assess management teams and organizational capability for PE firms and investors

Consulting in Action

Case Study: Leadership Framework for Family-Owned Pharmaceutical Company

Challenge: A family-owned pharmaceutical company with 6,300 employees and 500 leaders across 170 facilities was undergoing a human capital management transformation. Senior leadership recognized the need for updated competency models and talent management practices that would drive consistent development from frontline facilities through the C-suite.

Approach: Partnered with the organization to establish a leveled leadership competency model defining capabilities at each organizational level and to create an integrated leadership framework connecting competencies to business strategy

Results: The leadership framework became the foundation for an enhanced development curriculum and established a common language for leadership across all 170 facilities. Leaders now have clarity about expectations at each level and a shared vocabulary for discussing capabilities and development needs throughout the enterprise.

Case Study: Strategy Alignment for Professional Services Firm

Challenge: A professional services organization had experienced massive organizational and personnel changes over twelve months. The leadership team needed to use their upcoming offsite to set goals for the coming year, refocus expectations, and align talent around key initiatives during this period of significant transition.

Approach: Facilitated a two-day offsite using a structured approach to identify organizational OKRs (Objectives and Key Results), clarify roles and responsibilities, and align the leadership team around strategic priorities. Created space for the team to process recent changes while building forward momentum.

Results: Leadership team gained clarity on strategic direction and individual accountability despite the turbulence of recent changes. As one participant remarked: "Looking forward to next steps after a very fruitful offsite!" The organization left with a clear framework for decision-making and measurable goals to drive execution through the transition period.