Executive Coach - ICF - PCC

• Jan 2018 - Present

Helping Leaders Know Themselves Better, Lead More Consciously, Serve More Richly I help my clients intentionally adopt new behaviors, move beyond limiting perceptions, and find ways to mobilize people through their influence, where they consciously balance their ego, relationships and outcomes. LISTENING FOR SELF AWARENESS Leaders who are curious to know more about themselves are far more willing to participate, as they embark on the process of rediscovering their strengths and finding opportunities for growth. I shape this very special opportunity for them, so they can be “free to listen with intent”, by using assessments, 360-feedback and their own reflections. Clients quite often say “she gets it” because she’s been there and done it. This provides a safe zone to fully participate. PLANNING FOR CHANGE Annette approaches every coaching conversation thoughtfully, with a keen focus on connecting all the reflections and feedback into a menu of opportunities, so that the leader can create a learning plan that leverages the insights they’ve received. In this way, they can more easily prioritize what will make the most difference, decide how to measure progress along the way, and commit to meet, or even exceed their intended goals. ADAPTING FOR THE FUTURE Once a client has moved through the first two steps of listening to the opportunities, and creating a plan of action, I continue to regularly coach them to measure progress, and help them adjust as they learn through experimenting with new habits and behaviors. The goal is continued practice, reflection and adaptation, and ultimately, sustainable and impactful leadership. Show less

Senior Executive Search Consultant

• Sep 2019 - Present

Executive Coach

• Aug 2017 - Present

We help company’s close gaps and build capabilities. Done right, we leave you with the confidence, clarity and commitment to thrive and adapt in a world swirling with information and change, while you’re just trying to get the job done. COACHING Leaders can be unsure of how they are perceived and how they impact people who rely on them for vision, strategy, and guidance. Their success depends on their own sense of value, before they can inspire and influence others. Annette applies a consistent coaching method, that relies on assessment, reflection, intention to grow, and follow through. This helps leaders adapt their behaviors, get beyond their own limiting perceptions and find ways to mobilize people through their influence, while they consciously balance ego, relationships and outcomes. STRATEGY Annette is a trusted partner with executives because she has an intuitive ability to move them from disconnect and dysfunction to debate and alignment. Long range strategies then require accountability and follow through so the plan doesn't get lost and employees know how they fit into the overarching goals. Annette uses her own proprietary method to facilitate strategic, capability and succession planning that ties it all together for long term success. TRANSFORMATION Companies change to improve, grow or avert a crisis. Annette is an experienced program and change leader, focused on driving long term adoption. She has always been relied upon to push, pull and influence global large scale change in culture, restructures, technologies and capability builds. She brings simplicity to perceived complexity, and inspires people to engage and deliver. Show less

Chief Human Resource Officer

• Dec 2016 - Jul 2017

- Moved to North via executive search and decided to exit the industry and begin my own firm. - Led team of 70 professionals in Human Resources and Physician Provider Services. - Developed Physician Compensation Strategy, led design of new programs to drive productivity, quality of care, and meet regulatory requirements. - Board Member and Treasurer of Minnesota Hospital Partnership, leading union strategy and negotiation approaches for joint health systems labor negotiations with Fairview, Health East, Park Nicollet and Allina. - Led Human Resource acquisition of Multicare Health System into North Memorial in July 2017. Show less

Chief Human Resource Officer/Vice President of Human Resources and Facilities

• Jun 2011 - Oct 2016

Loram designs and manufactures multimillion dollar railroad track maintenance machines and services track maintenance across the globe. In an industry that is as old as the railroad, change was challenging and required, due to talent shortages and stiffer global competition. A significant part of this role was to drive executive alignment to new strategies and execute strategies and programs to sustain the quality and profit for services to the Class 1 railroads. Moved to this role via executive search and seized the challenge to eliminate significant systemic gaps. Led global team of 24, with a $10 million budget, supporting 1200 employees. Designed and implemented talent strategies to systemically address shortages and embed internal beliefs and behaviors to value employees through competency development, advocacy, inclusion, and succession planning. Designed systemic improvements capabilities, culture, technologies, and communications Reduced field turnover from 90% to 50%, and increased new hire retention by 70% Increased employee commitment from 79% to 91% Achieved 100% regulatory training compliance via installation of e-learning Developed in-house course designs to deliver consistent safety, regulatory, operating procedures, technical and leadership training across global workforce to reduce product costs, injury risks, embed lean manufacturing, and maintain US and global manufacturing operations. Designed and implemented global predictive staffing model to source, hire, and train 400 employees annually Led integrated build of start-up operations in Australia and Great Britain Led Long Range Plan improvements to connect top line goals to individual goals Led Board level succession planning and partnered with CEO to replace 4 of 7 Officers Led negotiations with United Steel Workers with intentional shift to eliminate combative process to transparent and collaborative approach enabling reasonable solutions for all stakeholders. Show less

Senior Manager, Growth Development Strategy, Capabilities and Governance

• Sep 2009 - Apr 2011

- Requested by EVP to lead creation of one experimentation department to reduce a $43M annual spend, by separate departments, driving experimentation without rigorous hypothesis management and governance. - Implemented a portfolio management process to value target incoming experiment requests, and ensure those chosen met specific criteria directly connected to strategic imperatives and budget requirements.- Selected as one of four leaders by Best Buy executive team to participate in Champion Leadership program focused on preparing for systemic change throughout Best Buy. (25% time commitment to 100% full time role) - Program champion of building a new non-profit partnership program with Children’s Hospitals across the U.S., offering an on-location Geek Squad technology support team. Show less

Post Merger Integration Lead, Strategic Alliances

• Sep 2008 - Sep 2009

- Requested by SVP to join M&A team to develop new repeatable integration processes and tools.- Developed tiered post-merger integration framework and processes. - Led integration of Napster into Best Buy, supporting a $130M acquisition strife with strategic differences in market entry approach, executive expectations, and competing program leader’s objectives.

Exclusive Brands - Global Capability Lead-Leaders, Process, Technology, SER

• Sep 2006 - Sep 2008

- Requested by top executive to move from HR role to lead the creation of a newly globally integrated supply chain and engineering development group, to enable Best Buy to deliver its own brands and increase margins.- Designed and facilitated global private label start up business strategy, role clarity, capability maturity model, project plans, and deliverables alignment between Asia, Canada and US leaders, ensuring principled behaviors to lead organization to $1B during first 3 years of operation. - Facilitated cross functional team to deliver design of global New Product Development process and ongoing capability build efforts to meld processes and tools between China sourcing office and U.S. based engineering, marketing, supply chain and merchandising teams. - Led design and implementation of $20M Siemens Product Lifecycle Management technology to support integrated global working processes for each phase gate from concept to commercialization.- Refined Best Buy’s Social and Environmental Responsibility programs, and led Private Label global manufacturing SER compliance for 130 global suppliers for compliance to international workplace standards.- Represented Best Buy on the global Electronics Industry Citizenship Coalition (EICC), and partnered with global manufacturers to drive systemic social and environmental responsibility across Asia.- Project led introduction of new store recycling program and led initial packaging materials study to drive shareholder initiative to use more environmentally friendly materials in product packaging. Show less

Senior Human Resource Manager

• Jun 2004 - Sep 2006

- Designed unique approach to Talent Management and Mapping which was adopted and integrated into all HR Generalists goals with their business teams. - Developed succession stacking program to enable year long learning for potential executive leaders.- Designed and facilitated global intercultural capability workshop for developing global private label business.

Director, Corporate Strategic Planning and Human Resources

• Apr 2002 - May 2004

- Recruited, based on prior Deloitte relationship, to lead strategy and operational turnaround in all functional areas, with focus on systemic improvements in strategy and human resources. - Led EEOC and Department of Labor litigation and audits, saving over $5M in potential settlement costs - Negotiated all health and welfare programs to reduce costs by 15%. - Led manufacturing labor negotiations and resolved grievances through direct and straight forward relationship management with union stewards and local union officials. Show less

Executive Operations Director

• Oct 2000 - Apr 2002

- Requested by Executive Board, following assessment completed while working at Deloitte, to lead a 2-year operational turn-around of all internal and client facing services, to enable firm to reduce expenses and ensure long term viability. - Influenced 9 cross functional Directors and 150 staff representing all shared services teams. - Identified gaps in client satisfaction, and barriers to financial performance and employee commitment. - Redesigned, outsourced and/or streamlined all administrative client facing processes and tools. - Outsourced IT, Facilities, Client Records, and Office Services functions, saving $5 million annual expense. - Led talent strategy and acquisition of new attorneys for office startups in Seattle, Denver, and Atlanta. - Facilitated and aligned Board and Partner’s in approach to HR programs, technology and staffing. Show less

Senior Manager, Human Capital Consulting

• Sep 1999 - Sep 2000

- Sought for this role via executive search - Assessed client needs and sold over $750,000 in consulting services - Led start up services, operational turnaround assessments and compensation redesigns. - Sought for this role via executive search - Assessed client needs and sold over $750,000 in consulting services - Led start up services, operational turnaround assessments and compensation redesigns.

Director, Human Resources

• 1999 - 2000

Top HR Executive, leading all facets of Human Resources. Also led build out of HR Consulting practice, to compliment service to clients of the CPA side of the firm. Top HR Executive, leading all facets of Human Resources. Also led build out of HR Consulting practice, to compliment service to clients of the CPA side of the firm.

Director, Human Resources Consulting

• 1995 - 1998

Leader in build out of human resource function for the Solution Centers during start up; national employee workforce adjustment leader for establishment of shared services center in Chicago and deconstruction of 26 share services offices for Andersen Consulting; led HR consulting for new venture start ups in Enterprises focused on international staffing, workforce integrations, compensation and benefit systems. Leader in build out of human resource function for the Solution Centers during start up; national employee workforce adjustment leader for establishment of shared services center in Chicago and deconstruction of 26 share services offices for Andersen Consulting; led HR consulting for new venture start ups in Enterprises focused on international staffing, workforce integrations, compensation and benefit systems.

Senior Director, Human Resources

• 1992 - 1995

Top HR executive leading all HR functions. Zytec won the Malcolm Baldridge National Quality Award in 1992. This role included special executive commitments to consult with other companies who were applying for MInnesota Quality Awards and Malcolm Baldridge Award. Employee culture; Deming based compensation systems design (very unique design work based on knowledge and experience and minimizing systemic competition), lean six sigma, SPC, TQM, and leadership according to Deming principles at top executive level. Show less

Director, Human Resources

• Jun 1990 - Jun 1992

Senior Human Resource Manager

• 1986 - 1988

Led Employee Relations for company, served as HR generalist for Quality and Mutual Funds organizations, and partnered with the OD team to implement full Socio Technical Systems change for Mutual Funds. Pilot project that led to complete high performance work team changes for American Express. Led Employee Relations for company, served as HR generalist for Quality and Mutual Funds organizations, and partnered with the OD team to implement full Socio Technical Systems change for Mutual Funds. Pilot project that led to complete high performance work team changes for American Express.