Executive Transition Consultant

Consultant Details:

Contact: Andrew Nishimoto
Name of Firm: Impact Group Consulting
Language Spoken: English
Website/LinkedIn URL: https://impactgroupconsulting.co/

Consultant Expertise

Recruitment, DEI

Program Areas

Agriculture, Community and Economic Development, Education, Environment, Health, Human Rights, Human Services, Information and Communications, Philanthropy, Public Affairs

Legal Structure of Organization:


Year Practice Founded:


Number of Individuals in Firm:


Names and Titles of Individuals in Firm:

Andrew Nishimoto
Amanda Waters

Names and Titles of Individuals in Firm:

Andrew Nishimoto
Amanda Waters

Firm or Consultant Address:

13060 Rutgers Ave, Downey, CA 90242

RFQ Contact Name:

Andrew Nishimoto

RFQ Contact Phone:


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

Los Angeles, California

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

At Impact Group Consulting, we take great pride in fostering a diverse and inclusive environment. We reflect a broad range of backgrounds, experiences, and perspectives. We believe diversity is a key strength, enabling us to approach challenges and opportunities from multiple angles, resulting in more innovative and effective solutions.

Please describe your mission, values, and approach:

Impact Group Consulting is an Asian-American-owned consulting group grounded in our experience in nonprofits, psychology, leadership, education, and business. With a passion for collaborative and community-based efforts, our group was created in 2019 to scaffold the growth of highly effective nonprofit organizations. Since then, we have expanded our efforts and deepened our impact by actualizing tailored results through coaching, facilitating, strategic planning, and more. Our mission: Impact Group Consulting advances non-profit organizations, foundations, and religious and educational institutions looking to enhance programs, improve functions, and develop employees and communities for long-term sustainability. We believe we are your partners—honing your expertise in your organization and approaching you with the mindset of a coach and the skillset of a consultant. We believe that a connected and effective organization is on-mission and characterized by equity and belonging, emotional intelligence, efficient processes, and community well-being. Creating highly effective organizations centered on their mission, vision, and values is the core work of Impact Group Consulting. As organizations grow and mature, their organizational structure, leadership, planning, and implementation must adjust and strengthen to meet new challenges and opportunities. Even the most established organizations benefit from ongoing support and development. While we believe that strategic planning is essential, without matching emotional intelligence, plans are either not achieved or not achieved at the highest possible level of effectiveness. We thus incorporate and enhance the emotional intelligence of all involved throughout the strategy process while accomplishing our deliverables. As organizations evolve and the environments change, discussing and understanding the roles of the leadership, management, team members, and other stakeholders provides opportunities for each member to contribute most effectively. We know that equity and belonging are foundational to the process. Therefore, we craft engagements to advance these values, including the incorporation of various levels of leadership and involved stakeholders to use their voice and provide context throughout the process.

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

Our lifelong aspiration of making the world reflect justice and love is evidenced by our priority of working with nonprofit organizations valuing inclusion and contributing to national and international organizations dedicated to advancing equity and belonging. Our efforts begin with the understanding that everyone must contribute toward creating an equitable community—every person and organization has a sphere of influence and potential for change through ripple effects in Southern California (where we are based) to your city and beyond. Our approach is grounded in cultural humility–a lifelong commitment to self-evaluation and self-critique, a desire to fix power imbalances, and developing partnerships with people and groups who advocate for others (credit to Melanie Tervalon and Jann Murray-García). In our work, we highlight opportunities for the inclusion of all levels of stakeholders in the planning and implementation of the work to be accomplished. For example, we ensured community members and managers of organizations participated in listening sessions to hear their voices and directly contribute to the foundational content of their organizations’ strategic plans. When some participants were unable to attend, we created surveys, available online and in print and written in both English and Spanish for those with varied primary languages. As data exemplify and distill experiences, translating the felt to the seen and enabling action, we then used these narratives and numbers to make decisions about the next steps and future directions. Andrew’s nonprofit background exists because of systemic injustices–such as limited access to housing and daily essentials and Amanda’s past work in colleges and universities was grounded in healthcare and equity and belonging, creating policies and practices that centered the needs of those historically left behind and left out of higher education by listening to the daily realities of students. We desire to work alongside the partner organization to continue this work together.

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

We are dedicated to working with all organizations in the nonprofit space looking to benefit the community or communities they work in. We typically would prefer projects that are more inclusive and involve all levels of stakeholders through the collaboration process. We think strategic planning is essential and building emotional intelligence enhances any collaborative process and embed that thinking in all of our project proposals. To this end, the ideal scope of a project would include strategic thinking sessions with all organizations involved, public forums for comment, data collection across all stakeholder communities, and a deep connection with a decision-making body.

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


Please describe your fee structure:

Our fee structure is based on the estimated number of hours a particular project will take and then create a flat fee based on that estimation. The payment schedule is adjustable based on the needs of the organization.

What percentage of your clients are within the nonprofit sector?


Are you open to remote engagements?


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. Worked with Ride to Fly as their founding executive director stepped down. The transition plan eventually evolved into a sustained collaboration project as a potential partnership seemed a possible best solution. The project ended in not formally integrating the two organizations, and we helped identify and name a new successor. 2. We worked in an interim role with Family Promise of Orange County. Their long-time ED was stepping down and they needed HR, IT, and Board realignment projects completed along with help in the executive search. We worked in that capacity for four months and assisted in identifying the new ED. 3. Worked with a new nonprofit, Harbor Neighborhood Relief Fund (now Harbor Connects), moving from a volunteer board-led structure to hiring their first paid staff and Executive Director. We built out a strategic plan and were retained to source their ED. We identified that ED and helped with the transition.

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:

Having served in executive roles and with multiple nonprofits, we bring a unique perspective that provides practical support and long-term results.

Please list up to 5 Consultants from your firm

Andrew Nishimoto, Partner andrew@impactgroupconsulting.co https://www.linkedin.com/in/andrew-nishimoto With over 15 years of leadership experience in a wide range of roles, Andrew provides excellent insight into the growth opportunities of an organization and some of the potential pitfalls. Having served as an Executive Director for multiple nonprofits, he brings practical solutions to every project and organization. Additionally, Andrew is a seasoned certified CCAT facilitator and works with large international foundations to small local nonprofits and every kind in between, helping them grow their capacity and increase their impact. Throughout his professional journey he continues to enhance his work. Andrew earned certificates in Diversity, Equity, and Inclusion in the Workplace and Nonprofit Human Resource Management. He loves playing soccer, basketball, pickleball, eating Taco Bell, and watching movies with his kids! Amanda Waters, Partner amanda@impactgroupconsulting.co https://www.linkedin.com/in/amandawatersphd Amanda is a clinical psychologist and a health equity and community well-being advocate. After receiving her doctorate, she worked on several college campuses as a therapist, administrator, and leader of equity and belonging efforts. She has served on multiple nonprofit boards throughout her career and loves the opportunities to contribute to ideals and goals larger than herself, advancing these through coalition-building and meaning-making. Amanda is eager to work alongside organizations to build momentum, hone priorities, and craft strategic plans, enabling sustainability and growth. In particular, she thrives in spaces that bolster community and belonging. Amanda brings an incredible ability to understand the company culture and identify opportunities to advance equity and justice within your community. She is an avid reader and can’t wait for her next warm chocolate chip cookie.

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

We include staff in the assessment process and, as far as the client is able, in the interview 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?

We typically do not share all resumes we receive for a position. We share the information for those candidates we do screenings for along with our initial assessment.

Do you identify/place interim executives?

We will typically offer our services as interim executives instead of outsourcing that. If the nonprofit has already identified an interim, we will work with them through the process.

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?

We work hard to ensure diversity, equity, and inclusion in our hiring process.

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