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Even high-potential and successful managers can benefit from the candid and constructive feedback of an executive coach. There are two main components of all coaching engagements- first, the client learns to more accurately assess his or her strengths and development needs, and second, he or she sets and works to achieve challenging goals which build on strengths and address opportunity areas. During the course of the coaching, we meet with the client regularly, and, if appropriate and beneficial, we also conduct 360 interviews with the client’s peers, subordinates, HR business partner and/or supervisor.

Client Example: The talented Chief Technology Officer of a start-up had been a brilliant individual contributor for most of his career, but was struggling with the transition into senior management. Too often, instead of delegating tasks, he would step in and fix technical problems himself. The result was that he was not allocating sufficient time or attention to the bigger picture challenges confronting the organization. From the 360 degree feedback he received, as well as from the results of a battery of personality assessments that he took, the CTO realized that his natural tendency was to take on too much himself, and that he had a hard time delegating tasks or authority to others. Over the course of his coaching, the CTO came to delegate and empower his team more, thereby enhancing their confidence and competence. In turn, the CTO was able to focus more on high level strategy, and to better meet the needs of the growing business. As a result, the CTO, his team, and the entire organization have thrived.

Presentation: The Executive Coaching Process

Presentation: Stakeholder Commitments in Coaching

HBR Article: How to Participate in Your Employee’s Coaching

Forbes Article: How to Use 360-Degree Feedback in Executive Coaching

Dattner Consulting Leader 360: Sample 360 Report

Additional Executive Coaching Resources

Organizations can hire the wrong people if they don’t use the right criteria or methods to assess candidates and develop incumbents. We help organizations make better hiring decisions by helping them more clearly define open positions and to develop better systems for the identification and evaluation of candidates. We then help organizations assess and develop their talent more strategically, taking both a quantitative and qualitative approach.

Client Example: A law firm engaged Dattner Consulting to examine the predictors of success among attorneys. We conducted a research study that included statistical analysis to determine which factors determined how successful attorneys would be at the firm, how long they would remain at the firm, what their billings would be, and whether they were likely to make partner.

HBR Article: A Scorecard for Making Better Hiring Decisions

HBR Article: How to Use Psychometric Testing in Hiring

Additional Talent Assessment Resources

In order to develop people professionally, there must be clear standards for performance–and these in turn must be linked to the organization’s goals and culture. We have worked with organizations to develop performance management systems that provide clear and useful feedback while minimizing the amount of time and effort required by the process. We can either assist in the enhancement of an existing performance management system or with the creation of an entirely new one.

Client Example: A large investment bank wanted to analyze the performance of employees, and to evaluate and improve the quality of its performance management system. By analyzing performance management data, running focus groups, and creating surveys, we collected feedback that enabled the organization to enhance its performance review system as a whole, improving the quality of feedback provided in the process, and the quantitative measures of satisfaction with the process, as evaluated by both feedback providers and recipients.

HBR Article:  The Key to Performance Reviews is Preparation

HBR Article:  In Performance Appraisal, Make Context Count

HBR Article: The Bias Undermining Your People Analytics

Presentation: How to Design a Performance Evaluation System 

Presentation: How to Deliver a Performance Review 


An organization can have the right people, strategy and resources but still fail to effectively meet business challenges because of poor team interaction. By working with an outside facilitator, teams can learn how to collaborate more effectively, make better decisions, and create and execute better implementation plans. Our approach is to meet with team members individually and then to facilitate meetings during which the team analyzes its own dynamics and creates strategies for constructive change. We assist groups in exploring process issues either in their regular work environment or at an off-site location.

Client Example: The management team of a growing financial services company was struggling with the transition from small start-up to larger and more structured organization. The managers, many of whom did not have management experience, had a tendency to postpone important decisions because of a wish to avoid contention. However, these critical decisions about roles, responsibilities and structure needed to be made immediately. By facilitating meetings and providing recommendations from an external perspective, we were able to help the team resolve important issues and to successfully manage expansion and growth.

HBR Article: How to Plan a Team Offsite That Actually Works

HBR Article: How Structured Debate Helps Your Team Grow

Dattner Consulting Team 360: Sample Report

Additional Team Building Resources

Organizations are increasingly realizing that to remain competitive and to adapt to ongoing and emerging challenges, they need to continuously evaluate and improve structures, roles, processes, strategies and culture. Dattner Consulting works with organizations of all sizes to help them design, develop and implement effective change initiatives. We begin with an assessment of an organization’s current state, help clarify the organization’s future needs, and then facilitate the process of building on organizational strengths in order to successfully move forward.

Client example: A consumer products company wanted to enter new markets in order to remain competitive. By conducting interviews and an organizational assessment, debriefing the results with management, and assisting with strategic planning, we helped facilitate the organization’s reflection and planning process. The company was able to retain its cohesive culture while also successfully entering new markets and developing new product lines.

Dattner Consulting Organizational Survey: Sample Report