I've led global teams and counselled senior executives within corporate environments in Canada and the US. In early 2022, I retired from my HR executive responsibilities with RBC, Canada's largest financial institution. My talent consulting and leadership coaching firm allows me to fully dedicate my time with current and future leaders - guiding your development over and around both internal and external obstacles, helping create your way to the top.
I have felt the same pressures as you do now. I've learned from mistakes, and I've launched myself and my colleagues onto pathways towards success. I have led teams, developed strategy, implemented change and much more. I've engaged with government officials, regulators, and the media. My operating committee level roles provided fundamental behind-the-scenes understanding about how influence really works and how decisions are actually made. As I've been immersed in the demands, challenges and opportunities that leaders face today, I am relied upon to continually partner with leaders in developing practical and effective solutions that meet their needs.
Certified by Columbia University as an Executive Coach, I'm also a member of the International Coaching Federation. I've earned an MBA from Dalhousie University, am affiliated as a Coach with the Ivey Academy, Executive Education, University of Western Ontario and am a former contributor to MIT Sloan School of Management Executive Education. I garnered experience as a Not-for-Profit board member and was Chair of the HR Committee for The Learning Partnership, an NFP focused on public education. For over ten years, I was the global head of HR for RBC Capital Markets and regional HR executive for RBC Bank USA.
I work one-on-one with talented, curious, and ambitious executives. I assist each to increase their personal impact by ensuring that each achieves successful outcomes for their personal and professional legacies.
My engagements commonly include:
Success today requires more than technical knowledge. Leaders continually must think, adapt and enable engagement amongst employees, clients, and stakeholders. Leadership development lasts throughout a career, and effective coaching can ensure success.
Typical engagements extend for six months. Engagements include in-depth personal sessions, feedback loops, regular just-in-time conversations, co-creation of options and result in a unique, personal plan.
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