Robert Sawicki Email & Phone Number

Avon, Connecticut, United States

I am an ICF-certified Executive Coach with over 30 years in executive talent strategy roles with Fortune 500 companies in Financial Services, Health Care and Manufacturing. I provide Executive Coaching, Leadership Team Effectiveness Coaching, and Talent Strategy Consulting.

Hartford And New York City

Responsible for developing, communicating and executing a comprehensive talent management strategy that drives a high performance culture and meets current and future business needs. Responsibilities include: Talent Management Processes, Executive and Team Coaching, Leadership and Professional Development, Talent Reviews and Succession Planning, Mobility, Performance Management, Employee Engagement, Diversity and Inclusion, and support of ESG initiatives.Co-designed / presented at 2017/18/19/21 Strategic Leadership Offsites. Oversaw launch of new Human Capital Management System including Learning, Goal Setting, Performance and Feedback, Succession Planning and Engagement. Launched Talent Review and Succession Planning process and Leadership Development curriculum. Time to fill, cost per hire and turnover reduced, and diversity increased, based on new talent processes.

Hartford, Connecticut Area

Designed and presented "Managing Human Capital" to Executive MBA Program, Class of 2018 and 2019.Designed and presented "Strategic Fit and Coordination" to Executive MBA Program, Class of 2016, 2017.Designed and presented "Leadership" to Executive MBA Program, Class of 2014.Co-designed and delivered “Leadership, Motivation and Teams” course for both the Farmington and Stamford Executive MBA programs, Classes of 1997, 1998, 1999.Guest speaker for HR Masters program and MBA Leadership Class, 2014.

Leadership of Talent functions (Talent Management, Talent Development, Innovation Culture) to support company growth. Led enterprise culture change focused on Digital Workplaces, Exponential Organizations and Innovation. Oversight of Talent Review process, Succession Planning, Executive Assessment, Goals and Performance System, Executive Development, Leadership and Professional Development. Certified to administer and provide coaching on Lominger's Voices 360 and Hogan Assessments. Supported Executive and Board searches.

Direct responsibility for enterprise practices of talent management; talent review implementation; succession planning; executive development; leadership development strategy; professional development; learning technology and operations; oversight of enterprise learning management system, employee engagement survey process and action planning; change management; career development; competency model development; and the enterprise goal alignment and performance management process.

Enterprise-wide accountability for leadership development, professional development, custom training, enterprise e-learning technologies; corporate university and learning operations. Led organization design initiatives optimizing enterprise investments in learning.Established comprehensive strategy and leadership curriculum (“Prepare To Lead”) for 4200 leaders, comprising targeted development at critical leadership junctures.

Earned Chairman’s Award, March 2007, for successful design and execution of enterprise leadership development strategy. Awarded HR Platinum Award of Excellence, December 2006.

Launched “Innovation,” a business improvement and culture-change initiative in the Property-Casualty Claim Group.Supported a $100 million cost reduction initiative using Six Sigma, WorkOut, idea management and other creative problem-solving methods while developing staff of 10 consultants. Completed Black Belt training.Co-developed customized Six Sigma curriculum and deployment strategy.

Established learning strategy that linked investments in training and development to the organizational goals and business strategy of the Property-Casualty Claim Business Group (6300 employees).Reduced budget while improving overall capability by re-organizing home office and field training staff of 51. Nominated for 2002 Chairman’s Award.

Designed and established ALPS (Armstrong's Learning and Performance Strategy) for global organization comprising 18,000 employees. Redesigned/introduced executive and leadership development, professional development, and speed-to-productivity initiatives, in line with overall talent and business goals, sponsored by executive team. Innovation approaches to management development programs received mention in Wharton Leadership Digest and were the focus of a Columbia University study on action learning. Achieved savings of $600,000 by implementing “Trailblazing,” an intensive and creative problem-solving initiative.

Mba, Business

B.S., Marketing