As an organization’s strategic priorities evolve, so too will the needed skills, capabilities, and experiences of its leaders. Effective succession and talent planning provides a structured and proactive process to enable an organization to identify and intentionally prepare a pool of potential successors to assume roles and responsibilities within the organization in the future.

Today’s dynamic, complex, and uncertain business environment demands leaders continuously reflect on their strengths and gaps, develop new skills, and hone their leadership. Those who excel recognize they have untapped potential to apply and are willing to put in the effort to develop personally and professionally.

These leaders – those aspiring to achieve excellence, desire to have a greater impact on those around them, and who are ready and willing to improve themselves – are the ones who will benefit the most from external coaching

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When a leader gets hired or promoted into a new role, they experience initial excitement and enthusiasm. This “honeymoon” period, however, does not last long. Soon, the new leader begins to experience unique challenges, uncertainty, and stress as they are expected to establish credibility quickly and make immediate and tangible impact.

“Winning” this transition period - those first 30, 90, 120 days in the new role - becomes vital for the leader’s long-term success and value creation.

We have a proven approach and track record for coaching leaders.

A successful Chief Human Resources Officer (CHRO) wears many hats - they must be an enterprise business leader, a trusted advisor to the Board, CEO, and Executive Team, a Functional expert, a top-notch assessor of talent, and a role model of a company’s values and culture. Subsequently, they must learn how to deftly navigate nuanced challenges, relationships, and organizational dynamics between the Board and CEO, the CEO and their Executive Team, and Executive Team Member to Executive Team Member. Frequently, a CHRO will be required to stand-alone on sensitive matters, making the role isolating and lonely at times.

Having been a successful CHRO, Brian Fishel deeply understands these unique challenges and use his experiences and learning from working directly for CEOs and operating in the Executive and Board rooms to provide practical coaching, mentoring, and advice to CHROs.

We offer customized design and delivery in addition to off the shelf programs to fit your needs.

Leadership development programs provide a scalable, efficient solution for:

• Aligning a company’s leaders to its vision, values, culture, and strategic priorities.

• Improving a leader’s skills and performance.

• Enhancing knowledge of critical talent across the organization.

• Improving engagement and retention of participants.

• Creating relationships that will pay dividends to the company for years to come.

In addition, Baintree Partners provides Leadership Skill Building programs.

Baintree Partners offer individual and group skill-building programs on the topics of:

• Accelerating New Executive Onboarding / Transition

• First time CHRO onboarding

• Leading with a Talent Mindset

• Taking Control of One’s Career

• Optimizing One’s Time and Impact

• Navigating the Organization

• Developing High Potentials

• Leading in a Decisive Culture

• Presenting and Communicating with the Board of Directors

• Change Management

• Organization Design

• Team & Culture Building

• M&A Integration