The Cheloha Consulting Group maintains an international network of affiliates representing the "best of the best" in leadership/organizational consulting. These are senior, experienced, and 'blue chip' consultants who typically have 15-30 years experience in their respective fields. They have Ph.D's in industrial, social, organizational, or clinical psychology; and/or MBA's and MS's in business. They are experienced across industries and have worked with a broad range of companies including Fortune 500's, mid-cap, small-cap, and family-owned organizations both domestically and internationally. The y have experience at multiple organization levels where they've worked with everyone from front line supervisors, plant managers, and mid-tier managers to senior executives, C-suite executives, and board directors. We believe it takes more than a close, personal relationship with the CEO reviewing their strategic plans and organization structure to produce real and sustained change in an organization.
For example, a globally-based manufacturing company needed executive assessments of 50 of their top executives to gauge their readiness for promotion to more senior roles. We assembled a team of six Ph.D. psychologists/consultants located in the US, UK, Mexico, Canada, and SE Asia. The assessments were completed, summary reports prepared, and feedback provided to the individuals and the company within two months leading to a total re-calibration of their succession planning process and promotion of several junior executives into more senior positions to prepare them for additional roles.
In another situation, a multi-national company was looking for executive coaches for 20 executives. Using our affiliate network, we were able to quickly pair local consultants with executives without requiring extensive travel and expense for the client and the coaches. In several situations, the consultants continued their coaching relationships with their client for up to a year.
The benefits are considerable. Most "brand name" consulting firms have a handful of senior professionals with national reputations whom they leverage and support with junior staff who are still learning about business, consulting, and coaching. Often times your initial meeting is with the senior consultant who "manages" the relationship but assigns junior and inexperienced consultants to do the work. These firms maintain international office networks with complex and expensive overhead structures; an office network you may or may not need, depending on your geographic locations. Instead, we are lean, nimble, and quick. The days of the large, international firm with multiple global offices and a staff of hundreds is ending as they implode under their own weight and savvy organizations are rebelling against paying enormous professional fees.
We staff flexibly and pair our consultants directly with the demands of the assignment based on expertise and location. We maintain a minimal overhead structure without multiple management layers which do not add value. We do not maintain large , heavily staffed back-offices. This is reflected directly in our lower professional fees and lower expenses but in no way limits our ability to render high quality and responsive service. Because we field seasoned professionals you are not paying for untested talent learning on the job at your expense. High technology and the internet allow virtual partnering and collaboration translating into efficient staffing and low expenses.
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AFFILIATES
Elizabeth L Gibson, Ph.D
elizabeth@elizabethgibson.com
512-694-2907
A nationally recognized executive coach, organizational effectiveness consultant, and best-selling author, Dr. Gibson has demonstrated her skill in translating behavioral science into organizational success for over 17 years. She has applied her skill and experience to a range of companies in the public and private sectors, providing consultation to clients in municipal governments, retail, international marketing and trading, advertising, entertainment, manufacturing, energy, retail, financial services, and health care. Prior to founding 3H Consulting in 2008, she was a Senior Consultant at RHR International, a firm of management psychologists and with CLG (the Continuous Learning Group).
Beginning in 1997, Dr. Gibson led a consulting team that partnered with Best Buy Co., Inc., in a transformational change that turned the company around. Best Buy’s stock price increased over 1400% in five years. The change impacted same-store profitability and reduced employee turn-over. This partnership is documented in Big Change at Best Buy: Working Through Hyper Growth to Sustained Excellence (Davies-Black, April 2003) written by Elizabeth Gibson and Andy Billings. Brad Anderson, the CEO of Best Buy, generously contributed the Foreword and gives credit to Dr. Gibson and her team for their contribution to this stunning success.
Prior to becoming a consulting psychologist, Dr. Gibson worked in the high-tech world of Silicon Valley, building and enhancing organizational capability to drive positive bottom line results. While working in high-tech, she co-authored A Practical Guide to Knowledge Acquisition, and initiated the development of an object-oriented systems analysis methodology called Object Behavior Analysis
Dr. Gibson earned her Ph.D. in counseling psychology at Stanford University. She received her M.A. degree in experimental psychology at San Francisco State University, and her B.A. degree from Macalester College in St. Paul, Minnesota. She is a licensed psychologist and a member of the American Psychological Association and the Society for Consulting Psychology.
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Ana Banos, MS
Director of Human Capital, Think Hemisphere
011-52-55-5080-6363
Ms. Banos has over 18 years of international consulting experience (Latin America, Caribbean, US, and Canada) in Organization Effectiveness & Design, Leadership Development, and Talent Administration. She is the Director of the Human Capital Practice at Think Hemisphere in Mexico City, D.F. Think Hemisphere is a partnership comprised of several former Deloitte Touche colleagues with expertise in implementing new information and communication technologies (ICT) driving organization change and operating efficiency.
Prior to this role, Ana spent several years as a Director with Deloitte Touche focused on leadership and human capital development. Before Deloitte, Ana was the Practice Leader for Human Consulting for Mercer Human Resources Consulting, the $1.5 billion consulting arm of Marsh & McLennan (MMC) headquartered in New York City. She managed eight (8) professionals and built a fledgling practice from $100,000 MX Pesos to $1 million MX pesos over 5 years.
She has consulted to a wide array of of organizations in both the for-profit and not-for-profit sectors. Clients have included: Aeromexico, Adventis, Canal de Panama', Citi Group, Coca Cola, Codelco (Chile), Eurest (Division of Compass Group), Financiera Rural, IBM, Jimenez, Kimberly-Clark, Monsanto, Pepsico, Pemex, Thyssen Krupp, and Volkswagen. She currently serves as an adjunct Assistant Professor at the Instituto de Technologica' de Monterrey where she teaches Human Resource Management to graduate students.
Ana holds a BS degree in Human Resource Development from Universidad Metropolitana and studied for 2 years in Canada while earning her degree and becoming fluent in English. She has a Master's degree in Social and Educational Psychology from the Universidad Complutense de Matrid and a Master's in Education from the Universidad Nacional Autonoma de Mexico. She is certified in Top Team Effectiveness (by Richard Hackman) and Organizational Effectiveness/Management Development (by David McLelland). She is fluent in both Spanish and English.
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J. Stephen Heinen, PhD.
steve.heinen@heinenandassociates.com
513-459-1672
Dr. Steve Heinen has been working as either an external or internal management consultant to organizations for over 35 years. Currently, he is President of Steve Heinen & Associates, Inc. He is an industrial/ organizational psychologist and focuses his consulting work with companies on leadership and organization development, especially succession planning, performance management, executive assessment, and executive coaching.
Before starting his own consulting firm, Steve worked for 18 years with Mercer Human Resource Consulting (a subsidiary of Marsh & McLennan) in their Human Capital practice. Before joining Mercer, Steve was with General Electric for ten years. He spent the last four years as a human resource manager responsible for staffing, organization design, compensation, career development, performance management, and human relations issues. Steve also implemented and directed GE’s employee involvement program.
Earlier in his career, Steve was a faculty member in the University of Minnesota’s College of Business where he consulted on organizational change, gain-sharing and leadership skills.
Over the years, his clients have included: General Motors, Kimberly Clark., Kroger, Toyota, Ford, Knight Foundation, Giant Eagle, Cincinnati Bell, Catholic Health Initiatives, Kindred Health Care and Adena Health System. Steve has published articles on talent management, succession planning, and performance ownership.
He has a Bachelor’s degree in Psychology from Xavier University in Ohio. He also holds MS and Ph.D. degrees in Organizational Psychology from Michigan State University.
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