Fishing & Forestry, Arts and Culture, Community and Economic Development, Education, Environment, Health, Human Rights, Human Services, Philanthropy, Science, Sports and Recreation
Legal Structure of Organization:
Year Practice Founded:
Number of Individuals in Firm:
Names and Titles of Individuals in Firm:
Firm or Consultant Address:
1812 Coulter Pine Court
RFQ Contact Name:
RFQ Contact Phone:
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)?
I am a BIPOC sole proprietor
Please describe your mission, values, and approach:
I care deeply about being of service and am passionate about making a meaningful impact. The outset of any potential engagement involves deep listening and gratis consultation to determine fit and to inform a potential proposal. Every client and situation is unique and each engagement is therefore highly customized. That said, you can expect clear structure, process and timelines. Depending on your needs, we will collaboratively co-create transition, leadership development and/or onboarding plans with time bound goals, action steps, deliverables and expected results…all informed by my extensive experience and the best practices research. Targeted coaching and consulting will support and facilitate the achievement of identified success factors. I am deeply committed to your success and keeping you on track, and flex my approach to achieve optimal results. My style is to be supportive and empowering as well as, at times and as needed, challenging and directive. Transition planning, executive coaching and consulting engagements are customized and may include any or all of the following:
Transition coaching and consulting – support and guidance for Founders, Executive Directors and/or Board Chairs to successfully lead through the transition.
Onboarding coaching and consulting – setting the new CEO/ED up for success and helping them to hit the ground running, including establishing clear expectations with the Board Chair.
Potential successor coaching and consulting – executive coaching for the identified potential successor; addressing leadership development needs, strengthening readiness to step into the role, and increasing likelihood of their ultimate selection.
Partnership alignment coaching and consulting – a data driven shared coaching process to set the new CEO/ED and Board Chair up for success in their partnership.
Pre-hire assessment – a data driven consulting process to provide research-baed insights into finalists.
What expertise or perspective do you bring to organizations looking to ground their collaboration practices in values of diversity, equity, and inclusion?
I have a very mixed background which contributes to my ability to relate and coach across cultures. Not being able to check a box re: my identity means that I see the world from more than one perspective—I assume less and am better able to understand and bridge disparate viewpoints. I have been honored to partner with clients with a wide range of identities and experiences on their leadership journeys – and am still learning what I don’t know.
Please describe your ideal engagement. Feel free to include issue area and scope of project:
Beyond the opportunity to be of service and make a meaningful impact, there is no ideal engagement–all work is customized to meet client needs.
How many executive-transition related projects have you or your firm been involved with?
I have worked on approximately 50 executive-transition related engagements as an executive coach. In my prior life as an executive search consultant, I served as an advisor re: countless transitions.
Please describe your fee structure:
All fees are project-based.
What percentage of your clients are within the nonprofit sector?
This varies; currently 75% are in 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).
Safe Place for Youth (SPY) (LA-based and NSI-funded) Transition planning, coaching and consulting. Camino Nuevo Charter Academy (LA-based) Onboarding coaching and consulting to facilitate the transition and executive coaching to support the incoming (first-time) CEO. YMCA (SF/Bay Area) Transition/legacy planning, coaching and consulting for the Executive Director as she prepared for retirement after almost 20 years in the role. Concurrent executive coaching and consulting for the internal ‘high potential’ who was identified as a possible successor, and ultimately hired after a national search; followed by onboarding coaching and consulting to support the new Executive Director’s successful transition into the role.
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:
Extensive experience in executive coaching and consulting to enable leaders and organizations to implement successful leadership transitions.
A customized, research based, multi-disciplinary and results-oriented approach for each client.
Expertise in executive performance, transition and onboarding is grounded in a background in psychology, leadership experience, and earlier career as a retained executive search consultant.
Please list up to 5 Consultants from your firm
Rachel KadoshRachel has extensive experience in executive coaching and consulting to enable leaders and organizations to achieve their potential, above and beyond what they may have thought possible. She customizes a research based, multi-disciplinary and results-oriented approach for each client and focuses on producing sustainable outcomes with meaningful impact. Rachel’s expertise in executive performance and transition is grounded in her background in psychology and her experience as a retained executive search consultant. Her own management experience includes leadership at the University of California, Berkeley, where she oversaw employment services for their 20,000 employees, led executive recruitment, and played a key role in the transformation of her functional area. Rachel is a life-long learner. She has an MA in Psychology from JFK University and a BS in Psychology from Vassar College. She also graduated from Columbia University’s Advanced Executive Coaching Certification Program at the highest level awarded. She’s qualified to administer a broad range of assessment tools including the Hogan Lead Series, the Leadership Versatility Index (LVI), the Myers Briggs (MBTI), the Coaching Mindset Index (CMI), and the Neethling Brain Inventory (NBI) suite of assessments. Whether at work or play, Rachel is usually having fun. She enjoys quality time at home with her family, small dinner parties, and time in firstname.lastname@example.org://www.linkedin.com/in/rkadosh/
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?