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# Executive Springboard

## Sitemaps
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## Posts
- [Workplace Communication Best Practices for Small Business Owners: How to Keep Teams Aligned](https://www.execspringboard.com/workplace-communication-best-practices-for-small-business-owners/): Small business owners often discover that workplace communication—not talent or effort—is what determines whether a team stays aligned as a business grows. Clear communication reduces confusion, prevents avoidable conflict, and helps employees make confident decisions without waiting for constant direction.
- [Building executive presence through mentoring: What it really takes](https://www.execspringboard.com/building-executive-presence-through-mentoring/): Executive presence is not a performance. It is the sum of how leaders think, communicate, and earn trust over time. And for most leaders, the clearest path to developing it runs through structured mentoring.
- [How Executive Mentoring Accelerates C-Suite Transitions](https://www.execspringboard.com/how-executive-mentoring-accelerates-c-suite-transitions/): Landing a C-suite role marks a significant professional milestone. For the organization, the appointment closes a rigorous selection process. For the incoming executive, it signals years of performance, credibility, and focused career development. Both sides invest enormously to reach this moment.
- [The Hidden Tax on PE Returns: C-Suite Turnover and What to Do About It](https://www.execspringboard.com/the-hidden-tax-on-pe-returns-c-suite-turnover-and-what-to-do-about-it/): Its network of 100+ experienced executive mentors, all former C-suite leaders, works with rising managers through their LEAP framework: Learning, Engaging, Adapting, and Performing. Every engagement is structured, measurable, and matched to the specific leadership gaps the individual needs to close. Stakeholder feedback is gathered three times throughout the program, and mid-course adjustments are made in real time.
- [How to Prepare a High-Potential Manager for a Senior Leadership Role](https://www.execspringboard.com/how-to-prepare-high-potential-manager-for-senior-leadership/): Most organizations promote their best managers to a senior leadership role and then hope for the best. But they don’t know that hope is costing them more than they realize.
- [Outplacement Is Not What It Used to Be: What Senior Executives Deserve When They Exit](https://www.execspringboard.com/outplacement-for-senior-executives-modern-exit-support/): Traditional outplacement was designed for volume. It served large workforces being downsized, offering resume workshops, access to job boards, and a few weeks of generic career guidance. For mid-level employees, this approach may suffice, but for senior executives, it is a mismatch.
- [The Difference Between a Good Mentor and the Right Mentor for Your Executive](https://www.execspringboard.com/choosing-the-right-executive-mentor/): "A mentor is someone who sees more talent and ability within you than you see in yourself and helps bring it out of you." — Bob Proctor.
- [Why 40% of New Executives Underperform in 18 Months, and How Executive Onboarding Programs Fix It](https://www.execspringboard.com/why-new-executives-fail/): When organizations hire a senior executive, they assume that performance and success will follow automatically, but the data we gathered tells a very different story. About 40% of new executives underperform or fail within their first 18 months.
- [What Successful Companies Do Differently When Onboarding C-Suite Leaders?](https://www.execspringboard.com/how-top-companies-onboard-c-suite-leaders-successfully/): Hiring C-Suite leaders or a senior executive is one of the most expensive and high-stakes decisions an organization makes. Yet, surprisingly, many companies invest heavily in hiring but treat onboarding as an afterthought.
- [5 Signs Your Senior Leader Is Struggling in Their First 90 Days](https://www.execspringboard.com/5-signs-senior-leader-struggling-first-90-days/): Most leadership failures don’t explode in boardrooms or show up in performance reviews. They begin quietly, in the first few weeks, when something feels slightly off but not serious enough to question.
- [How to Know If Your Executive Onboarding Program Is Actually Working?](https://www.execspringboard.com/executive-onboarding-program-effectiveness/): Most executive onboarding programs look successful on paper. When new leaders arrive, they are welcomed with their schedules all packed. HR checks all the boxes after onboarding the new executive.
- [The Real Cost of Executive Turnover: What CHROs Are Not Calculating?](https://www.execspringboard.com/executive-turnover-costs-what-chros-miss/): Most organizations still calculate executive turnover cost as a combination of recruitment fees, compensation, and onboarding time. Clean, measurable, and completely incomplete. Because what follows an executive exit isn’t just a vacancy, it’s a chain reaction to disrupted strategy, delayed decisions, and teams left recalibrating instead of performing.
- [Communication Practices That Keep Teams Aligned Without Living in Meetings](https://www.execspringboard.com/communication-practices/): Guest author Elena Stewart is a certified life coach who helps aspiring leaders boss up their careers.
- [Four Watch Outs For Internal Promotions](https://www.execspringboard.com/four-watch-outs-for-internal-promotions/): Internal promotions often feel like the obvious choice. The person already understands the culture, knows the stakeholders, and can step in without a long onboarding period. It saves hiring costs, boosts morale, and signals that growth is possible within the organization.
- [What is the best place to find executive mentors?](https://www.execspringboard.com/what-is-the-best-place-to-find-executive-mentors/): This experience makes executive mentors invaluable. These mentors are often former CEOs. senior executives, or experienced leaders who know these challenges and guide new leaders to manage complex decisions and uncertainty.
- [How Executives Can Stay Ready for Opportunities Without Burning Out](https://www.execspringboard.com/how-executives-can-stay-ready-for-opportunities/): Senior leaders and executives face a quiet, constant pressure: staying visible and career-ready for the right roles while still delivering today’s results. Executive leadership challenges rarely pause long enough to reflect, yet leadership opportunity preparedness can start to feel like a second job layered on top of an already full one. When readiness becomes nonstop vigilance, executives’ work-life balance erodes and preventing burnout turns into an afterthought. A sustainable approach makes it possible to stay prepared without living in depletion.
- [C-Suite Executive Mentorship: Strategies for Sustainable Leadership Growth](https://www.execspringboard.com/c-suite-executive-mentorship/): If they want to achieve sustainable leadership growth, experience alone will not be enough at this level. The growth requires structured reflection, strategic calibration, and different perspectives for different problems. This is where C-Suite executive mentorship becomes critical. It addresses enterprise-level complexity and supports leaders responsible for long-term growth in their organizations.
- [Executive Onboarding Framework: A Complete Step-by-Step Success Guide](https://www.execspringboard.com/executive-onboarding-framework-step-by-step-guide/): According to research from a leadership advisory firm, nearly 40% of executives see their results of taking a new position in their first 18 months. Organizations think hiring new employees costs them a fortune, but misaligning executives always wins the case. Misaligning executives costs way more than recruiting any new employee. The process slows down organizational momentum and throws off any strategy the department has made. And that’s why most advisors say, “Standard employee orientation and executive onboarding are way different from each other.” Executive onboarding emphasizes decision-making, influence, alignment, and business impact. While traditional onboarding concentrates on policies, tools, and job responsibilities.
- [Strategic Leadership Succession Planning: Insights, Frameworks, and Best Practices That Work](https://www.execspringboard.com/strategic-leadership-succession-planning-insights-frameworks-and-best-practices-that-work/): “Building a strong bench” is a belief held by most leaders. A few of the leaders have worked on that, but many are still facing various challenges. We have reviewed various executive leadership teams, and when we asked about their succession plans, the answer we received shocked us. The answer is mostly a vague reference to an HR process or a name scribbled on a napkin, and we know that’s definitely not a leadership succession strategy and planning.
- [How Small Business Leaders Can Master Change and Keep Their Teams Aligned](https://www.execspringboard.com/small-business-leaders-master-change-team-alignment/): Start with one outcome your team can picture, such as reducing rework, improving customer response time, or tightening handoffs between roles. Define 2 to 3 success markers you can track weekly so decisions stay fact-based when emotions run high. Use the reality that 88% of business leaders anticipate faster shifts as a prompt to keep goals tight and measurable.
- [Leadership Succession Planning- Key Steps, Evaluation, and Employee Engagement](https://www.execspringboard.com/key-steps-in-leadership-succession-planning/): Leadership changes are not rare events. You may occasionally see these changes, but leadership succession definitely occurs. It happens because people retire, move on, burn out, or get promoted. Yet when you ask organizations, they act surprised that it actually happened, and to remove that surprise, succession planning happens.
- [Leadership Succession Planning: How to Build a Strong Leadership Legacy?](https://www.execspringboard.com/leadership-succession-planning-building-a-strong-leadership-legacy/): Leadership succession planning exists to reduce that risk. It is not about preparing for an exit. It is about ensuring that leadership capability continues, even when individuals change.
- [How to Find a Mentoring Service That Delivers Truly Tailored Programs for Senior Executives](https://www.execspringboard.com/how-to-find-a-mentoring-service-for-senior-executives/): A mentoring service for this tier must move past generic frameworks. It must operate more like a master artisan than a training factory. The challenge lies in identifying which services actually work this way and which simply claim to.
- [Where Can You Find a Mentoring Program Designed to Refine Leadership Style and Prepare You for Executive Roles?](https://www.execspringboard.com/where-can-you-find-a-mentoring-program/): This is a good place for a structured mentoring program. Not the informal kind or the occasional coffee meetings. A good program changes how leaders think, behave, and sense the room under pressure.
- [When Do You Need an Executive Leadership Succession Plan?](https://www.execspringboard.com/when-do-you-need-an-executive-leadership-succession-plan/): Most leaders don’t wake up one morning thinking, “Today feels like a good day to build a succession plan.”
- [The First 90 Days: How Executive Mentors Help Leaders Avoid Costly Early Mistakes](https://www.execspringboard.com/how-executive-mentors-help-leaders/): The first ninety days in an executive role tend to look deceptively manageable from the outside. The mandate feels clear. The authority is visible. The confidence that earned the role is still intact. Yet this period carries more hidden risk than most leaders anticipate.
- [How Executive Mentoring Builds Moral Courage When Decisions Carry Real Consequences](https://www.execspringboard.com/how-executive-mentoring-builds-moral-courage/): This is why high-impact Executive Mentoring does not begin with frameworks or plans. It begins with awareness. The Executive Springboard journey is structured around a simple truth, leaders cannot outgrow patterns they cannot see.
- [Best Practices for Hiring in a New Business: Building a High-Performance Team While Minimizing Risk](https://www.execspringboard.com/best-practices-for-hiring-in-a-new-business/): Launching a new business means balancing speed with precision especially when it comes to hiring. The right team can accelerate growth, but the wrong one can stall momentum and drain limited resources. Effective hiring is less about filling seats quickly and more about designing a system that attracts, evaluates, and retains people who amplify your company’s mission.
- [Building Strategic Judgment Through Executive Mentoring Programs](https://www.execspringboard.com/building-strategic-judgment-through-executive-mentoring-programs/): This is the central role of executive mentoring programs. Not as guidance on execution, but as a structured environment where leaders refine how they think, decide, and interpret complexity. Strategic judgment sits at the intersection of experience and reflection. Executive mentoring exists to strengthen that intersection.
- [Why Experience Alone Is No Longer Enough for Senior Leaders](https://www.execspringboard.com/why-experience-alone-is-no-longer-enough-for-senior-leaders/): Formal executive leadership development programs introduce frameworks, language, and shared understanding. They are valuable. Yet without ongoing interpretation, many insights fade once leaders return to daily pressure.
- [How Executive Mentoring Strengthens  Leadership Development in High-growth Organizations](https://www.execspringboard.com/how-executive-mentoring-strengthens-leadership-development/): Growth places a different kind of demand on leadership. What once worked through proximity, speed, and personal influence begins to strain under scale. Decisions ripple wider. Visibility increases. Leadership presence becomes as consequential as strategy itself. In this environment, executive leadership development requires more than structured learning. It requires perspective that can only emerge through sustained executive mentoring.
- [10 Tips for Mentoring C-suite Members](https://www.execspringboard.com/10-tips-for-mentoring-c-suite-members/): At the executive level, mentorship must begin with intent. Programs fail when mentoring is treated as a courtesy rather than a leadership investment.
- [Proven Metrics to Measure Executive Mentoring Success](https://www.execspringboard.com/proven-metrics-to-measure-executive-mentoring-success/): Organizations rarely leave strategic investments unmeasured. Leadership development should not be an exception. When senior roles shift, expectations intensify, and pressures grow quickly. Executive Mentoring offers guidance that strengthens judgment during these moments, yet many CEOs still ask how to evaluate progress with the same discipline they apply to finance or operations. The answer requires more than a traditional scorecard. Mentoring influences character, clarity, and enterprise orientation. These qualities do not follow linear formulas, but they do reveal measurable patterns.
- [Mentoring for Leadership Transitions- Reducing Risk During Role Changes](https://www.execspringboard.com/mentoring-for-leadership-transitions-reducing-risk-during-role-changes/): Organizations that understand this dynamic treat transitions as periods requiring deliberate support rather than assumption. Mentoring becomes a stabilizing mechanism during this period. Experienced advisors, including Executive Mentors connected through Executive Springboard, help leaders manage uncertainty with clarity and composure. This guidance reduces the risk that often accompanies new responsibilities. It offers interpretation, perspective, and a type of steadiness that formal development programs cannot replicate.
- [How Mentoring Transforms First-Time Chiefs into Enterprise Leaders](https://www.execspringboard.com/how-mentoring-transforms-first-time-chiefs-into-enterprise-leaders/): This shift often reveals a quiet truth. High performance in a functional domain does not automatically translate into enterprise fluency. Many new chiefs sense this gap in the early weeks. They manage the responsibilities, yet they navigate with an internal compass still set to their old scale of influence. Mentoring provides a stabilizing guide during this period. Advisors connected through Executive Springboard and similar platforms help new chiefs reshape their assumptions and refine their instincts. The process rarely feels dramatic. Growth appears in the steady accumulation of insight that strengthens judgment and broadens perspective.
- [The Hidden ROI of Executive Mentoring Programs](https://www.execspringboard.com/the-hidden-roi-of-executive-mentoring-programs/): Leaders frequently assess growth using metrics that can be monitored, predicted, and analyzed. However, genuine changes in leadership seldom align perfectly with a quarterly report. In the silent gap between data and decision, there exists a type of return on investment that few businesses measure: the concealed ROI of Executive Mentoring.
- [Why Mentoring Matters More Than Ever for New Executives](https://www.execspringboard.com/why-executive-mentoring-matters/): In any modern business, the leap into senior leadership casts the new executive into unfamiliar terrain. The sharper strategy demands, the higher stakes, the expanded network each element demands more than raw talent. For rising leaders this is no mere upgrade; it is a transformation. That is why Executive Mentoring becomes far more than a nice-to-have. It becomes the scaffolding for performance, resilience and growth.
- [Mentoring vs. Leadership Training -Which Is Right for Your Organization?](https://www.execspringboard.com/mentoring-vs-leadership-training-which-is-right-for-your-organization/): In the current rapid business landscape characterized by digital upheaval, changing global markets, and shifting workforce demands, companies struggle with the optimal way to cultivate their leaders. Two common methods are executive mentoring and leadership training, both providing distinct advantages and effects. Nonetheless, identifying which method or combination is most effective relies on an organization’s culture, leadership requirements, and strategic objectives.
- [What Is Executive Leadership Mentoring? A Complete Guide for Business Leaders](https://www.execspringboard.com/what-is-executive-leadership-mentoring/): In the fast-paced and ever-changing landscape of business leadership, possessing the proper support network is crucial for ongoing achievement. Executive leadership mentoring has become a formidable, tailored developmental approach that aids senior leaders in managing the intricate challenges of business expansion, organizational change, and their own leadership development. In contrast to conventional training or coaching, mentoring provides a prolonged, private collaboration that enables leaders to contemplate, learn, and evolve more profoundly.
- [Executive Mentoring vs. Executive Coaching- What’s the Difference?](https://www.execspringboard.com/executive-mentoring-vs-executive-coaching-difference/): In the current challenging corporate landscape, thriving companies recognize that investing in leadership training is vital for growth, innovation, and employee retention. Executive mentoring and executive coaching are two highly effective methods that are frequently categorized together; however, they fulfill different objectives, utilize varying techniques, and offer specific advantages. Grasping the differences between these approaches is crucial for maximizing their effectiveness for both individuals and organizational strategy.
- [Lead Quietly, Move Powerfully: Strategies for Introverts](https://www.execspringboard.com/lead-quietly-move-powerfully-strategies-for-introverts/): By guest blogger and certified life coach, Elena Stewart
- [Spotting Untapped Potential and Bringing It to Life](https://www.execspringboard.com/spotting-untapped-potential-and-bringing-it-to-life/): Every workplace has untapped talent waiting for the right conditions to emerge. Sometimes it’s the analyst who quietly automates half their workload without telling anyone, or the customer service rep whose knack for pattern recognition could sharpen your entire sales strategy. The challenge isn’t that these people lack ambitionit’s that the systems around them don’t always notice, nurture, or reward their extra capacity. Company leaders and managers who learn to spot these overlooked strengths can dramatically improve team performance without adding headcount. Doing so means moving past assumptions, asking the right questions, and making intentional space for experimentation. When hidden potential meets the right opportunity, the results can reshape careers and strengthen the organization from the inside out.
- [Internal vs External Hiring: The Hidden Costs of Executive Recruitment](https://www.execspringboard.com/ready-for-prime-time/): You've completed your succession planning exercises, carefully segmenting talent into "ready now" and "wait 1-3 years" categories. But what happens when a critical leadership position opens and no one in your succession plan is immediately ready?
- [Peter Himmelman: Suspended by No String](https://www.execspringboard.com/peter-himmelman-suspended-by-no-string/): https://www.youtube.com/watch?v=8N6EWKK_P2k&t=1s&ab_channel=StephenMoss
- [Executive Mentors Need Mentoring Too: How Great Organizations Develop Their Guides](https://www.execspringboard.com/mentoring-the-mentors/): Executive mentoring has emerged as a vital component of leadership growth in contemporary organizations. Ninety-eight percent of Fortune 500 firms currently have formal mentoring initiatives, understanding that talent needs cultivation and that leaders at all tiers gain from organized support. However, a vital reality that numerous companies ignore is that for mentoring to influence the upcoming generation of executives, executive mentors need to be backed, provided with resources, and consistently trained. Guiding the mentors has become essential; it is a strategic necessity for any organization committed to outstanding leadership.
- [The art and science of mentoring](https://www.execspringboard.com/the-art-and-science-of-mentoring/): Contents:Introduction and history: 0:00Mentoring's role in professional growth 9:45Benefits of mentoring 22:50How to start a mentoring program 41:55Phases of mentorship relationships 1:02:50Mentoring best practices 1:05:15When mentoring fails 1:16: 37
- [Fitting In: How New Executives Create a Successful Fit and Make a Sustained Impact](https://www.execspringboard.com/fitting-in/): I see a growing number of people with VP of Belonging titles. And it gives me pause, because it creates a connection to Executive Springboard that I had not considered before. I want to talk about the process of fitting in.
- [Enterprise Orientation- How Executive Mentoring Builds Leaders Who Think Beyond Their Function](https://www.execspringboard.com/enterprise-orientation/): This article discusses the true meaning of enterprise orientation, its significance for successful leadership, and how seasoned executive mentors assist leaders in cultivating this mindset and skill.
- [Employer brands](https://www.execspringboard.com/employer-brands/): But if your customers don’t look like your employees, your employer brand might be quite different from your market-facing brand. There is no reason to have a suboptimal employer brand just for the sake of economy.
- [What the Church Can Teach Us About Succession](https://www.execspringboard.com/what-the-church-can-teach-us-about-succession/): The Catholic Church has the kind of well-defined process for succession and continuity you would expect from an organization that plans to exist for millennia.

## Pages
- [Simon Wiltshire](https://www.execspringboard.com/mentors/simon-wiltshire/): Simon Wiltshire is a technology strategist, product executive, and business transformation advisor with extensive experience across marketing technology, digital strategy, product innovation, and operational leadership. He currently serves as Managing Director of AdQuaestum LLC and advises Strategy&/PwC on digital transformation and technology due diligence.
- [Janet Polach](https://www.execspringboard.com/career-transition-coaches-and-specialists/janet-polach/): With more than three decades of leadership experience spanning military service, global consulting, and executive coaching, Janet Polach is a trusted advisor to senior leaders navigating complex organizational challenges.
- [Pete Robbins](https://www.execspringboard.com/mentors/pete-robbins/): Pete Robbins is a senior commercial and general management executive with more than 30 years of leadership experience across services and manufacturing. He previously served as Vice President & Head of Region Americas Sales and Vice President & General Manager, East Region Service at Konecranes, where he led high-performing commercial and operational teams. His career spans sales leadership, service operations, business development, marketing, customer success, and executive coaching. Pete now advises organizations on building scalable commercial strategies, strengthening leadership, and driving sustainable business growth.
- [Lorri Anderson](https://www.execspringboard.com/career-transition-coaches-and-specialists/lorri-anderson-2/): Lorri Anderson is a seasoned human resources executive, certified executive coach, and founder of HX Coaching and Consulting with more than 30 years of experience leading talent, organizational development, and leadership initiatives. She has held senior HR leadership positions across technology, manufacturing, financial services, and professional services organizations, helping companies and executives successfully navigate growth, change, and transition.
- [Helen Getzkin](https://www.execspringboard.com/career-transition-coaches-and-specialists/helen-getzkin-2/): Helen Getzkin is an executive search advisor, leadership assessment specialist, and executive career coach with extensive experience advising senior leaders through pivotal career transitions. Her background includes executive search and leadership consulting roles with Korn Ferry, Stone Murphy, Executive Search & Consultants to Management, and DHR Global, where she helped organizations identify and develop executive talent.
- [Carol Kaemmerer](https://www.execspringboard.com/career-transition-coaches-and-specialists/carol-kaemmerer/): Carol Kaemmerer is an executive branding strategist, professional speaker, and award-winning author with more than 20 years of experience in Fortune 500 marketing communications. She is widely recognized for helping senior executives develop compelling personal brands that increase visibility, strengthen credibility, and support successful career transitions.
- [David Silver](https://www.execspringboard.com/career-transition-coaches-and-specialists/david-silver-2/): David Silver is an accomplished executive search professional and career advisor with more than 35 years of experience placing senior leaders, advising hiring organizations, and guiding executives through critical career transitions. As Founder of The Sterling Group - US, he has built one of the nation's leading executive search firms, serving Fortune 500 companies and high-growth organizations across multiple industries.
- [George Murray](https://www.execspringboard.com/career-transition-coaches-and-specialists/george-murray-2/): George Murray is an executive coach, business transformation leader, and bestselling author with extensive experience leading operational and organizational change across multiple industries. His leadership journey began with distinguished military service in the U.S. Army during Operation Desert Shield and Desert Storm, where he developed the resilience and leadership principles that continue to shape his coaching philosophy today.
- [Rick Copeland](https://www.execspringboard.com/career-transition-coaches-and-specialists/rick-copeland-2/): Rick Copeland is an executive recruiter, human resources leader, and talent strategy advisor with more than 25 years of experience helping organizations attract, develop, and retain exceptional leaders. As Founder and President of TalentMatters Inc., he partners with manufacturing, industrial, technology, logistics, distribution, and B2B organizations to strengthen leadership teams and build scalable talent strategies.
- [Sara Sampson](https://www.execspringboard.com/career-transition-coaches-and-specialists/sara-sampson-2/): Sara Sampson is an accomplished sales and marketing executive with extensive leadership experience driving profitable growth across established corporations, high-growth organizations, and emerging businesses. She has held senior leadership roles with Carlson Marketing, Lifetouch Portrait Studios, and Restaurant Technologies, where she successfully led business transformation, revenue growth, and organizational development initiatives.
- [Nicki Vincent](https://www.execspringboard.com/career-transition-coaches-and-specialists/nicki-vincent-2/): Nicki Vincent is a seasoned business development executive, strategic advisor, and relationship builder with more than 30 years of experience connecting executives, entrepreneurs, investors, and business owners with opportunities that accelerate growth. She has held executive leadership positions in professional associations and private industry, helping organizations expand their networks, strengthen partnerships, and achieve long-term success.
- [Career Transition Coaches and Specialists](https://www.execspringboard.com/career-transition-coaches-and-specialists/): Our Career Transition Coaches
- [Jon Brenner](https://www.execspringboard.com/mentors/jon-brenner/): Jon Brenner is an independent strategic advisor and former senior executive with over 20 years of experience driving transformational growth across financial services, healthcare, and technology sectors. He partners with private equity firms, boards, and C-suite leaders to solve complex strategic, operational, and investment challenges.
- [Sumaiya Noor](https://www.execspringboard.com/mentors/sumaiya-noor/): Sumaiya Noor is a globally recognized executive with extensive leadership experience in Artificial Intelligence, Product Management, Digital Transformation, Talent Strategy, and Mergers & Acquisitions. She has successfully led innovation initiatives across startups, high-growth organizations, and Fortune 500 companies.
- [Concierge-Level Outplacement](https://www.execspringboard.com/concierge-level-outplacement/): Concierge-level outplacement is high-touch transition support for senior leaders who are leaving an organization. Executive Springboard delivers it through specialists who have managed career search, executive transitions, personal branding and senior level networking. We combine hands-on search support, where our team opens doors and surfaces roles that rarely reach the open market, with one-to-one counsel that keeps the leader clear, steady, and in control of every decision.
- [Leadership Development & Succession Readiness with Executive Springboard](https://www.execspringboard.com/leadership-development-succession-readiness/): Many organizations know who their high-potential leaders are. Far fewer know if those leaders are truly ready for the next level. Executive Springboard helps organizations build a deeper, more capable leadership bench by combining assessment, executive mentoring, and practical development tied to real business challenges.
- [Jennifer Hipskind](https://www.execspringboard.com/mentors/jennifer-hipskind/): Jennifer Hipskind is an executive coach and leadership facilitator with more than 30 years of senior leadership experience. A former C-level retail executive, she partners with senior and high-potential leaders to navigate transitions, strengthen executive presence, and lead with greater impact.
- [JD Harris](https://www.execspringboard.com/mentors/jd-harris/): JD Harris is an accomplished executive and entrepreneur known for building, scaling, and transforming technology-driven organizations. As Co-Founder and CEO of Argent Reach, he advises executive teams and boards on cybersecurity strategy, incident readiness, and operational resilience, helping organizations navigate an increasingly complex threat landscape.Over three decades, JD has led professional services, operations, and consulting organizations at some of the world’s most respected technology companies. At Microsoft, he strengthened and expanded the North Central professional services division. He later held senior leadership roles at HighJump Software and Kiva Systems, both of which achieved successful exits. HighJump Software was acquired by 3M, and Kiva Systems became Amazon’s largest acquisition at the time.As Founder and CEO of Ascent Solutions, JD led the firm’s transformation into a leading cybersecurity services provider, earning industry recognition for both performance and culture. Under his leadership, Ascent Solutions was named the Minneapolis Star Tribune’s #1 Company for Values and Ethics. He has also received Microsoft’s Intelligent Security Association (MISA) 2023 Security Trailblazer Award and was nominated twice for EY’s Entrepreneur of the Year.Beyond his executive roles, JD is a Forbes Business Council member and contributor, and a frequent speaker on leadership, strategy, culture advancement, and cybersecurity. His work reflects a consistent focus on disciplined execution, ethical leadership, and building organizations that endure under pressure.
- [Carrie Heimer](https://www.execspringboard.com/mentors/carrie-heimer/): Carrie Heimer is a business-minded executive and strategic advisor with deep expertise in business and people strategy across manufacturing, retail, technology, healthcare, and consumer goods. In 2025, she founded Elevate Potential LLC, a consulting firm that partners with organizations to navigate transformation, growth, and disruption, translating complex strategies into practical solutions that drive performance and build enduring cultures. Her work is grounded in the powerful connection between human-centered leadership, organizational well-being, and sustainable value creation.For 16 years, Carrie served as Chief Human Resources Officer at Red Wing Shoe Company, where she led global people strategy through multiple periods of significant transition and disruption, including two CEO transitions, a global pandemic, a cyberattack, and major supply chain challenges. Her leadership helped transform the organization into a more agile, innovative, and human-centered enterprise, demonstrating her ability to deliver results under pressure while maintaining focus on people and culture.Carrie remains deeply engaged in thought leadership and community service. She serves on the Advisory Board for Cadre, a digital mental health platform, and is a past president and current board member of the Twin Cities HR Executive Council, where she continues to shape conversations around talent strategy, organizational resilience, and leadership in a rapidly changing world.
- [Kurt Lieberman](https://www.execspringboard.com/mentors/kurt-lieberman/): Kurt Lieberman is a retired senior executive and management consultant who partners with CEOs, board members, and senior leaders to strengthen their effectiveness and unlock their full leadership potential. With experience as a CEO, board member, and general manager, he understands executive perspectives firsthand and brings a practical, empathetic approach to consulting, coaching, and mentoring. Kurt is known for collaborative problem solving, helping clients think creatively about complex challenges while staying grounded in organizational realities.His background spans both public and private companies, from early-stage ventures to global enterprises such as McKinsey, IBM, Ecolab, and Thomson Reuters. He has worked across technology, information services, and financial services, and has held numerous board roles in both corporate and nonprofit settings, including organizations in education, the arts, welfare, and social services. This breadth enables him to help leaders navigate complexity, manage stakeholders, and build healthier, more effective organizations.In retirement, Kurt devotes more time to travel, wine, and learning French, while remaining deeply engaged as a mentor. He and his wife of nearly four decades take pride in their successful daughter and son, both of whom continue to rely on their father as a trusted career advisor.
- [William Hale](https://www.execspringboard.com/mentors/william-hale/): William is Chief of Global Operations for Cargill’s Corporate Strategy & Development function and former Group Strategy Leader for Cargill’s Agricultural Supply Chain North America. His prior roles include Global Strategy Lead for Cargill Animal Nutrition, Business Development Leader and Commodity Merchant at Horizon Milling, and leadership positions in private and corporate aviation as Director of Marketing and Director of Distribution and Business Development, alongside experience in medical, financial, and technology industries. He holds a Bachelor of Science in Management Information Systems from Iowa State University (2002).
- [Brigid Bonner](https://www.execspringboard.com/mentors/brigid-bonner/): Brigid Bonner has held senior leadership roles across retail, healthcare, eCommerce, and the nonprofit sector, including VP/GM of Target.Direct, CIO/CMO of Simon Delivers, SVP/CIO at UnitedHealth Technologies, SVP Strategy & Planning at Optum, SVP Digital Marketing at Schwan’s Home Service, and Chief Experience Officer at CaringBridge. She now leads her own consulting practice and serves on the boards of two publicly traded companies, advising on strategy, digital transformation, and customer experience.
- [Cathy Mahone](https://www.execspringboard.com/mentors/cathy-mahone/): Cathy Mahone is the former Chief Administrative Officer at Allianz and Venerable, bringing over 30 years of experience in global financial services and private equity–backed organizations. She holds an M.A. in Business Communications and a B.A. in Mass Communications, complemented by a Cyber Risk & Strategy Certification and FINRA Series 7 and 24 licenses, equipping her to advise leaders in complex, highly regulated environments.​
- [Phil Perkins](https://www.execspringboard.com/mentors/phil-perkins/): Phil Perkins is a retired C-suite executive with a proven record of creating, developing, and launching successful new products in the food and beverage space. Over the course of his career, he has helped build and guide advisory boards across multiple industries, including food, beverage, packaging, academia, heavy industry, and physical therapy. Phil founded and led a Technical Advisory Board at Bush Brothers that was later highlighted as a model example at the 2014 Institute of Food Technologists (IFT) meeting.In 2014, Phil created The FoodBev Forum, a collaboration of industry, academic, and government leaders committed to shaping the future of the food and beverage industry and igniting positive change. He continues to advise organizations on how to design and leverage advisory boards to accelerate innovation and strategic decision-making.He specializes in product and ingredient innovation for Fortune 500, mid-sized, and start-up companies. He has worked with more than 150 food, ingredient, and packaging companies across 20 countries in Europe, Central and South America, Africa, Australia, India, and the Far East, giving him a truly global commercial and technical perspective.In addition to his corporate and consulting work, Phil has served on several association and non-profit boards and has been deeply involved in leadership development and education. He served as an Adjunct Professor at the University of Tennessee, teaching Leadership and Professional Development, and has been a guest lecturer at six universities in China.Mr Perkins is also an entrepreneur and co-owner of two alcoholic beverage companies: Knox Whiskey Works and the Florida Moonshine Company, where he continues to apply his expertise in brand building, product development, and go-to-market strategy.
- [Steve Moss](https://www.execspringboard.com/steve-moss/): Steve Moss has held senior marketing leadership roles at Gilbey Canada, Pillsbury International, Nestlé Ice Cream, and Imation. Throughout his career, he has successfully revitalized iconic global brands including Smirnoff, Green Giant, Häagen-Dazs, and Drumstick.
- [404](https://www.execspringboard.com/404-page/): 404
- [Leadership Succession](https://www.execspringboard.com/leadership-succession/): Leadership Succession becomes essential the moment an organization begins thinking about its future. Our program provides a steady, thoughtful process for identifying and preparing people who can carry the organization forward. Through development plans tailored to each individual, one-on-one mentoring, and guidance drawn from real leadership experience, we help high-potential talent grow into confident, well-equipped successors.
- [Executive Onboarding](https://www.execspringboard.com/executive-onboarding/): When a leader steps into an executive role, the first weeks and months shape how they will be viewed, how decisions land, and how quickly they gain traction. Our Executive Onboarding program is designed to help new executives move through that period with clarity and confidence. Rather than overwhelming them with theories, we focus on the practical elements that matter most early on: understanding expectations, learning the organization’s dynamics, forming key relationships, and establishing a leadership presence that builds trust.
- [Executive Leadership Development](https://www.execspringboard.com/executive-leadership-development/): Leadership is rarely straightforward. Most days require a mix of clear thinking, steady judgment, and an ability to bring people together even when conditions feel uncertain. Our Executive Leadership Development program is designed around these realities. The work is practical, rooted in real situations, and shaped by the responsibilities leaders carry, not by theories pulled from a textbook.
- [Thomas Schlick](https://www.execspringboard.com/mentors/thomas-schlick/): Thomas Schlick Executive Coach, Operational Consultant I believe true transformation starts with building cross-functional alignment, empowering high-performing teams, and turning strategic vision into practical execution. Education/Experience MBA from the Carlson School of Management 40+ years’ experience of transformational leader Adjunct Professor at Hamline University Executive Coach & Operational Consultant Social Accounts Linkedin Biography Thomas Schlick is a transformational leader and customer-focused business operations executive with over 40 years of experience guiding organizations through high-growth phases and challenging turnarounds. He has held C-suite and senior leadership roles, including COO, SVP, and VP positions, with P&L responsibility at companies such as Johnson & Johnson, Emerson, ACCO Brands, XRS Corporation, and Entrust Datacard. Thomas excels at moving seamlessly from vision and strategy to tactical execution, building cohesive, high-performing teams, and driving cross-functional alignment. Throughout his career, he has specialized in operational execution, developing customer service and new revenue streams, and leading global multi-site ventures. Mr. Schlick is also a certified Lean Six Sigma Black Belt and holds an MBA from the Carlson School of Management. Currently, he is a Mentor with Executive Springboard and serves as an Executive Coach & Operational Consultant with CO2 Coaching and is also an Adjunct Professor at Hamline University teaching Business Process Improvement in their graduate school of business. Moreover, he is also a longtime mentor with MENTTIUM and author of Jumpstart Your Service Revolution, and a frequent speaker on achieving growth through service excellence and best practices. Areas of Expertise Operational Execution & Process Improvement Transformational Leadership & Change Management Strategic Planning & Implementation Customer Service Excellence & Revenue Growth Global Multi-Site Operations & Joint Ventures Lean Six Sigma (Black Belt & Green Belt Certified) Team Development & Business Acumen Training Mergers, Acquisitions & Plant Consolidations Service as a Strategic Differentiator Executive Coaching & Mentoring Need Any Help?
- [Shay Wyley](https://www.execspringboard.com/mentors/shay-wyley/): Shay Wyley is an independent Board Director experienced in Private, Family owned, and Non-Profit governance across a variety of sectors. His board qualifications derive from deep career experience as an accomplished global business executive with a proven track record of leadership in starting up, turning around and growing international businesses, ranging in size up to $300M of Sales, across the Branded Consumer Goods and Restaurant sectors. In addition to chairing the board of Zonatherm Products Inc., and its sister company ThermFlo Inc., a leading provider of mission critical thermal management and standby power solutions, Shay also serves on the boards of Kent Worldwide, a large and diversified global business with corn wet milling, animal feed and food subsidiaries and Park Industries, a leader in the stone working equipment industry. In his executive career, he has also engaged with joint venture boards in The Philippines and South Africa. Shay’s executive career included 27 years at General Mills Inc., from which he retired as Managing Director of the Haagen-Dazs International Restaurant business. For much of his career at General Mills, Shay was Managing Director of various international businesses and completed expatriate assignments in Asia, Africa and Latin America.
- [Executive Mentoring](https://www.execspringboard.com/executive-mentoring/): Our Executive Mentoring program links senior leaders with experienced mentors who offer actionable advice, strategic perspectives, and candid feedback based on their own leadership experiences. Every mentoring connection is tailored to meet specific objectives, obstacles, and areas for professional development. By engaging in significant conversations and collective experiences, leaders acquire freshviewpoints, improve their decision-making abilities, and strengthen their leadership impact. This tailored mentorship builds confidence, clarity, and enduring success, enabling leaders to skillfully manageintricate business environments and make a significant difference in their organizations
- [Thank You](https://www.execspringboard.com/thank-you/): Your message has been successfully submitted. One of our experienced mentors will review your inquiry and get back to you shortly. We look forward to helping you achieve your career goals through personalized mentoring.
- [Russell Singleton](https://www.execspringboard.com/mentors/russell-singleton/): Russell Singleton Executive Mentor & Innovation Leader Russell Singleton is recognized as a proven leader, known for transforming underperforming operations into engines of growth. Education/Experience Led transformation, general management, and R&D in medical device, biotech, and semiconductor sectors. He holds a Ph.D. and M.S. in Electrical Engineering from the University of Illinois, a Bachelor of Engineering from Pratt Institute, and is a graduate of Stanford’s AEA Executive Institute. Social Accounts Linkedin Biography Based in California, Russell Singleton brings deep expertise in general management, R&D, and business development across medical device, biotech instrumentation, and semiconductor equipment sectors.His recent work in startups includes taking a company public and transforming R&D cultures for continuous innovation, resulting in more than 140 issued or pending patents. Russ is widely respected for his success in turnaround and growth roles, leading teams and businesses through strategic change, scale, and market expansion. Areas of Expertise Cultural transformation Divergent thinking to remove hurdles Realignment for growth Coaching of high potentials Product innovation Advanced medical technology 3 horizon product planning Customer insight New business due diligence Solutions to ambiguous problems Organizational performance enhancement Need Any Help?
- [Kevin Wilde](https://www.execspringboard.com/mentors/kevin-wilde/): Currently, an Executive Leadership Fellow at the Carlson School of Management, University of Minnesota. 34 years of experience in leadership & talent development at General Electric and General Mills.
- [Scott Peterson](https://www.execspringboard.com/mentors/scott-peterson/): Scott Peterson Executive Advisor & Coach Scott has held key leadership positions with several renowned companies, including Schwan’s, Sleep Number, Diageo/Pillsbury, and Pepsi/Quaker Oats Education/Experience Scott has over 20 years of leadership experience spanning C-suite roles in Human Resources, Government Affairs, Strategic Planning, and Communications with global public companies, private family-owned businesses, and pre-IPO ventures. He holds a BA from Marquette University and an MA from the University of Minnesota and is certified in EQ-i/EQ- 360 Emotional Intelligence coaching. Social Accounts Linkedin Biography Scott’s career includes executive roles at well-known brands such as Schwan’s, Sleep Number, Diageo/Pillsbury, and Pepsi/Quaker Oats. He specializes in coaching CEOs, C- suite, and high potentials with a focus on emotional intelligence to enhance executive performance and enterprise success.He also works in executive search for QLM, a boutique global firm focused on Consumer Goods. His deep insight into leadership dynamics makes him a sought-after partner for boards and executive teams facing complex challenges. Areas of Expertise Talent Management Executive Compensation Executive Coaching M&A/Integration Executive Assimilation/Onboarding Strategic Workforce Planning Org. Restructuring/Financial Turnarounds Next Generation Leadership Development Cultural Transformation/Change Management Employee communication Human Capital Analytics/KPI's Need Any Help?
- [Lisa Zell](https://www.execspringboard.com/mentors/lisa-zell/): Lisa Zell spent 18 years at CHS Inc, a Fortune 100 global agribusiness cooperative. As CHS’s General Counsel, she led the Legal, Compliance, and Government Affairs functions, overseeing international M&A initiatives and creating the first company-wide compliance program. Her leadership expanded across three continents, with legal teams in the US, Russia, and Brazil. Lisa significantly grew the Government Affairs department and doubled the funding for the CHS Political Action Committee. Her strategic vision was further proven when she transitioned from Legal to lead a $100M business within CHS.Beyond CHS, Lisa served as General Counsel and Corporate Secretary for the Midwest Reliability Organization, a cross-border regulator ensuring electric reliability compliance in both the US and Canada. She was named COO of Salon Innovations, driving growth for a national distributor serving Great Clips. Currently, Lisa is the General Counsel for Redwing Shoes, continuing her track record of strategic legal and operational leadership across industries.
- [Steve- Moss](https://www.execspringboard.com/mentors/steve-moss/): Held senior marketing leadership roles at Gilbey Canada, Pillsbury International, Nestle Ice Cream, and Imation, with extensive success turning around iconic brands such as Smirnoff, Green Giant, Häagen-Dazs, and Drumstick. Steve Moss founded Executive Springboard to develop leaders through mentoring and has built a global network of over 100 mentors spanning multiple countries and functions.
- [Home](https://www.execspringboard.com/): At Executive Springboard, we offer a scalable, turnkey professional growth solution tailored for your high-potential leaders. Our extensive network of over 100 executive mentors provides personalized guidance to accelerate readiness, ensure successful onboarding, and expand leadership impact across your enterprise.
- [Executive Springboard – Blog](https://www.execspringboard.com/executive-springboard-blog/): What are the most common issues that derail new executives, and what can be done about it.
- [Podcasts and Videos](https://www.execspringboard.com/podcasts-and-videos/): https://www.youtube.com/watch?v=qflVclifXno&ab_channel=StephenMoss
- [Contact Us](https://www.execspringboard.com/contact-us/): Considering how to get a colleague off to a great start in a new job? Thinking about how to build your team members' leadership skills? Wondering about how mentoring can impact your employee retention and business performance? Just submit the form below.
- [Sign Up for Newsletter](https://www.execspringboard.com/sign-up-for-newsletter/): Every week, Executive Springboard president Steve Moss shares practical insights and real-world stories on succession, onboarding, leadership development, and mentoring. If you’d like to receive these thought-provoking posts straight to your inbox, just let us know a bit about you below. We look forward to welcoming you to our growing community of leaders and lifelong learners!
- [Download White Page](https://www.execspringboard.com/download-white-page/): We’ve written a white paper on mentoring: how it began, how you can sell it to senior leadership, how to get a program started and how to refine what you have.
- [Take Our Assessment](https://www.execspringboard.com/take-our-assessment/): We’ve developed an assessment that measures and analyzes your preferences on aspects of leadership that are critical to success.
- [Blog](https://www.execspringboard.com/blog/): Blog & Articles
- [Process](https://www.execspringboard.com/process/): Organizations that partner with Executive Springboard see measurable improvements in leadership effectiveness, team engagement, and business outcomes. Our structured process empowers leaders to overcome challenges, build lasting relationships, and drive meaningful change, ensuring your investment delivers results that matter.
- [Mentors vs Coaches](https://www.execspringboard.com/mentors-vs-coaches/): Unlocking the Unique Value of External Executive Mentoring
- [What we do](https://www.execspringboard.com/what-we-do/): Mentoring programs are proven to boost employee retention and development, yet senior executives rarely have access to suitable internal mentors. The default option has often been executive coaching. However, Executive Springboard offers something unique.
- [Enterprise Impact](https://www.execspringboard.com/enterprise-impact/): The Purpose of Enterprise Impact

## Categories
- [Executive Leadership Development](https://www.execspringboard.com/category/executive-leadership-development/)
- [Executive Mentoring](https://www.execspringboard.com/category/executive-mentoring/)
- [Executive Onboarding](https://www.execspringboard.com/category/executive-onboarding/)
- [Human Resource](https://www.execspringboard.com/category/human-resource/)
- [Leadership Succession](https://www.execspringboard.com/category/leadership-succession/)
- [Uncategorized](https://www.execspringboard.com/category/uncategorized/)