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Executive Transition Consultant

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Consultant Details:

Contact: Michelle Mapp
Name of Firm: Mapp Consulting Group
Language Spoken: English
Website/LinkedIn URL: https://mappconsultinggroup.com/

Consultant Expertise

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

Program Areas

Arts and Culture, Education, Environment, Human Services, Philanthropy, Public Affairs

Legal Structure of Organization:

LLC

Year Practice Founded:

2024

Number of Individuals in Firm:

1

Names and Titles of Individuals in Firm:

Michelle Mapp
Coach and Interim Leader

Names and Titles of Individuals in Firm:

Michelle Mapp
Coach and Interim Leader

Firm or Consultant Address:

1717 Coolidge Ave, Altadena, CA 91001

RFQ Contact Name:

Michelle Mapp

RFQ Contact Phone:

626-773-6446

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

International

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

Diversity is limited to being a woman.

Please describe your mission, values, and approach:

My mission for more than 20 years has been to increase the impact of nonprofit organizations by creating clarity, fostering stability, direction, and forward momentum.
My approach is always to meet an organization and all the people within, where they are at that point in time, and support them as they go through the challenges of transition. At times, this is simply sharing tools and techniques of nonprofit management, but more often, it is seeing the people in the organization, understanding what they need and want in order to be more impactful in the world.
Values:
1. Clarity Over Complexity
The work isn’t to add more—it’s to cut through noise. Clear thinking leads to effective action.
2. Ownership of Thought
We are not victims of our circumstances or other people’s opinions. Leaders have agency over how they think—and that changes everything.
3. Practical Transformation
Insight is only valuable if it changes behavior. The goal is real-world impact, not just awareness.
4. Human-Centered Leadership
Organizations don’t change—people do. Strong cultures are built through self-awareness, trust, and intentional leadership.
5. Courageous Conversations
Progress requires honesty. Say the real thing, look at the real issue, and move forward with integrity.
6. Sustainable Impact
Short-term fixes aren’t enough. The goal is long-term organizational health and resilience.

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

While I am not a DEI consultant, I have trained in anti-bias and anti-racist work. In my role as CEO at RIE, I worked to bring more equity to the trainer application process and in my current interim role, bringing diversity to leadership was a key factor in both the rebuilding of the board of directors and the designation of a new Executive Director.

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

I think the ideal engagement for me is less about issue area or scope and more about challenge, learning opportunities, and the chance to facilitate change. I have worked through the years on many issue areas, most recently on infant/toddler and then youth development, but often the content area is less of an issue than the business, management and execution of the work.

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

Two major ones

Please describe your fee structure:

Fees will depend on service: Executive Coaching is hourly per session or in packages of 10 sessions. Interim Leadership is salaried if in the state of California and often 1099 in other states, depending on the various state laws.
Other consulting services, such as board development, strategic planning, or facilitation, are estimated based on the scope of the service required.

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).

Youth Mentoring Connection. I serve as the Interim Associate Executive Director (until July 2026), and I was brought in, in part, to help the founder determine next steps and begin thinking about transition. As part of this work, I have worked with the founder on his goals and objectives, rebuilt the board, and brought YMC to the CORO/NSI NeXt program, as I believed board engagement in the process was going to be important. The NeXt program could provide much more than I could while also working on operations issues and serving in a staff role. I also currently provide executive coaching to the incoming Executive Director.

At Resources for Infant Educarers (RIE) I was the Interim CEO after a contentious and dramatic departure of the CEO. I worked closely with the board to go through a process of reflection in order to move past the crisis of the leader’s departure. The goals of this project changed as this Interim position started in February 2020, and as Interim CEO, my job morphed to become more about the organization’s survival.

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:

I am a certified coach and am currently working on completing my International Coaching Federation (ICF) certification.

Please list up to 5 Consultants from your firm

Michelle Mapp
mi******@*****************up.com
https://www.linkedin.com/in/michelle-mapp-5685941/
Michelle Mapp is a nonprofit leader, coach, and the founder of Mapp Consulting Group. She has spent her career helping organizations find their way—whether navigating leadership transitions, strengthening strategy, or building more effective teams. Known for her grounded, thoughtful approach, Michelle combines real-world experience with a focus on how leaders think, helping them gain clarity, make better decisions, and lead with intention. She holds an MBA and has advanced training in interim leadership and nonprofit management.

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

N/A

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

N/A

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?

N/A

Do you identify/place interim executives?

N/A

Do you have a minimum fee?

N/A

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

N/A

What is your track record of placing BIPOC candidates?

N/A

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

N/A