Dublin Hill Partners

We conduct 6 and 12 month coaching programs which include an in-depth Personal Assessment, a Subjective 360 Survey, an Individualized Development Plan, at least monthly in-person coaching meetings, “3-way” Meetings with the Direct Senior, and stepped reviews to gauge progress and make adjustments. We also perform “mini-coaching” programs which compress the steps above, for example in parallel with one’s participation in academic-based Executive or Senior Management Development Programs.

Small, business-focused Teams are taken through a series of sessions which emphasize identifying and meeting External and Internal Demands and Expectations and setting the direction for the group’s Future Wanted position. We don’t believe in “bonding exercises” or artificialities…..the Team has enough real-world challenges to work with to make the process rich with practicalities to achieve real results.

The building of an effective link between a CEO and his/her Board is the focus of this work.

We conduct Personal In-depth assessments of candidates to provide a reasonable perspective of a person’s predicted behavior within the context of the criteria for a given role or situational demand. A resume or a gut feeling is not enough to make a discerning selection decision, especially for executive and manager roles.

Through Personal In-depth Assessments, we can advise you on individual or group capabilities, particularly germane for M & A or organizational re-structuring.

As the essence of our consulting practice, we advise on the continuum of the Talent Management process: Role Design, Recruiting, Selection, Assimilation, Performance Management and Career Planning, Talent Development, Optimization and Deployment, and Succession Planning.

Working selectively in consort with some respected search firms, we guide and advise the client in bringing the right candidates forward through our assessment and selection process.