APPLY NOW

Executive Transition Consultant

Back to Consultant Roster

Consultant Details:

Contact: Heather Tunis, Principal
Name of Firm: Heather Tunis, Achieving Effectiveness Coaching & Counsel
Language Spoken: English
Website/LinkedIn URL: www.achievingeffectiveness.com

Consultant Expertise

Organizational assessments, Board development, Executive coaching, Transition consulting & project management

Program Areas

Arts and Culture, Education, Environment, Health, Human Services, Philanthropy

Legal Structure of Organization:

Sole Proprietor

Year Practice Founded:

2019

Number of Individuals in Firm:

1

Names and Titles of Individuals in Firm:

Heather Tunis
Principal

Names and Titles of Individuals in Firm:

Heather Tunis
Principal

Firm or Consultant Address:

420 Oneida Drive

RFQ Contact Name:

Heather Tunis

RFQ Contact Phone:

510.685.7341

Geographic area currently served by firm (select all that apply):

Los Angeles, California, USA

How would you describe the range of diversity reflected in your firm’s consultants and leadership (or self, if sole practitioner)?

Solo practitioner: more than 30 years of experience as a colleague, consultant and coach in the sector, mindful and respective of, sensitive to the complexity and importance of inclusion, diversity, implicit bias

Please describe your mission, values, and approach:

Client-centered mission, values and approach: co-design engagement objectives, process, elements with client, mindful of stage of organizational development and capacity, client’s perspective vis a vis organizational needs, vision/aspirations; integrate discovery period into engagement to refine scope, objectives, roles, timeframe, and other relevant elements as needed.

What expertise or perspective do you bring to organizations looking to ground their collaboration practices in values of diversity, equity, and inclusion?

Awareness of the increasing need and resources available to incorporate such values into all aspects of leading and managing social sector organizations.

Please describe your ideal engagement. Feel free to include issue area and scope of project:

The opportunity to work with an organization that is ready to take on the proposed endeavor, that has an awareness of what may be involved and a willingness to partner actively, and when leadership (the chief executive and their team and the board) are aligned or closely aligned as to the need, timeliness and value of the engagement. Additional elements include: a) allowing sufficient time and process for discovery, understanding the mindset and readiness of the key people directly; b) work closely with a lead team to co-design and plan a process that feels comfortable, takes into consideration the current condition of the organization – strengths, assets and challenges – and those to be involved in and/or affected by the transition planning and/or process itself; and c) frame desired and/or anticipated outcomes with a focus on developing a realistic, practical (implementation) plan and relevant roles, tools and resources to make progress towards those outcomes.

How many executive-transition related projects have you or your firm been involved with?

Six

Please describe your fee structure:

Engagement fees are developed in consideration of the overall extent of the engagement and an estimate of the time involved, per the consultant’s hourly rate and any significant out of pocket costs. For example, a project of 20 hours or less will likely be priced at the full hourly rate; a larger scope and timeframe may be priced at a slightly lower hourly rate. Most incidental costs (travel, communications, facilitation supplies, copying, etc.) are included, up to a fixed amount.

What percentage of your clients are within the nonprofit sector?

100%

Are you open to remote engagements?

Yes

Briefly name and describe 1-3 examples of executive transitions with which you have been involved as a consultant (please prioritize NSI-funded and/or LA-based organizations).

1 – House of Ruth, Pomona: executive coach for Development Director participating in leadership development program who eventually became ED; facilitating strategic planning process that began with long time retiring ED and completed with new ED (the former Development Director). 2 – Los Angeles High School for the Arts Foundation – worked with board leadership to rebuild organization following a major disruption; strengthened fund development and organizational planning leading to launch of highly successful major gifts program and facilitating search and hiring of new executive director. 3 – Mental Health America Los Angeles – worked with Chief Executive and Board Executive Transition Committee to conduct interviews/assessments, produce summary report of key informants in preparation for CEO transition/search.

Add any other information you feel would aid in understanding the value you or your consulting firm can bring to an organization preparing for or implementing an executive transition:

With a focus on organizational health and effectiveness, and leadership effectiveness, I’ve been interested in thoughtful, strategic executive transition since the topic began emerging as a key factor for the sector. Early on I organized a panel discussion for the Los Angeles Consultants Roundtable on the topic, and continue to monitor and research key trends, practices, resources and case studies. I have great deal of experience with a diverse range of organizations and particularly appreciate the opportunity to work closely with executives and their teams to nurture well run, well resourced effective organizations.

Please list up to 5 Consultants from your firm


Heather Tunis
More than 40 years of experience in the sector, as an executive director, development director, funder, consultant and executive coach.
hctunis@gmail.com
www.achievingeffectiveness.com
https://www.linkedin.com/in/heathertunis

Do you always conduct an organizational assessment as a part of your scope of work?

How (or do) you involve senior staff and other stakeholders in the process

Prior to narrowing the pool of candidates for a client, do you make it a practice to share the full list of applicants with the client?

Do you identify/place interim executives?

Do you have a minimum fee?

What percentage of your searches are for LA-based organizations?

What is your track record of placing BIPOC candidates?

Do you have a guarantee policy or an “off-limits” policy?

Join Our Mailing List

* indicates required