Victor Bullara, Master Coach π Email and Phone Number
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β Are all your employees considered high performers? (surveys indicate only about 2 in 10)β Is your firm overworking but underperforming?β Have your employees complained about your firm's "toxic workplace" or have you experienced it?β Are you feeling too much stress - feeling burned out?β Do you have a strong leadership bench if your best employee quit today (only 12% of companies do) β Do your employees say you are a good boss - 24% say they're working for their worst boss ever! We help professional service firms (accounting firms, law firms, consulting firms, engineering services) and other industries maximize their investment in people to gain a competitive edge in the market. β Strong leadership bench leads to 2X revenue growth and 2X profit growth year over yearβ Relationships between high-potential programs and leadership outcomes are off by 19% β Internally promoted leaders outperform outside hires by 4X! β What are you doing to develop your future leaders for advancement and keep them from leaving?In addition to leadership bench strength issues, there is a trend out there to get rid of performance reviews because they never worked, never increased productivity, and have been found to demotivate employees. BUT, don't trash your performance review system until you speak to us! We have a talented team with extensive experience in the Professional Services industry. Let us help you to ...βΊCreate a coaching culture where coaching conversations are pervasive from top to bottom βΊ Maximize your return on investment in people by linking leadership competency models to assessment, development, and succession planning. These efforts also increased retention.βΊ Interview and select only high-performing candidates - we have trained 1,500 leaders on behavioral interviewing skills to identify high performers. We have documented a decreased "time to productivity" by 300% and generating millions of dollars in revenue.β Call us now to help you increase revenue, profit and your ROI in People. 949-235-2034π₯ Employee Engagement, Talent Management, Retention, Performance Management, Leadership Development, Succession Planning and Executive Coaching, HR Best Practices. Executive Development π₯re all your employees
Ucla Anderson School Of Management
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Executive CoachUcla Anderson School Of Management Sep 2022 - PresentLos Angeles, Ca, UsWorking with Executive MBA, Fully-Employed MBA's and Full-time MBA students to provide executive and leadership assessment, coaching and development -
Member Of The Board Of AdvisorsReality Smash Aug 2018 - PresentIrvine, Ca, UsStarted working with them when they were part of an Accelerator. Worked with the Founder, COO and CFO to help them structure the companyand hire an engaged workforce Mentroed the COO to become their Chief HR Officer. Then coached him to transition successfuly to take on the COO role. They're on a mission to turn ambitious entrepreneurs into AI-Powered trailblazers. With the rapidly evolving AI landscape, they now you can either rise or be replaced. That's why we're dedicated to providing you with cutting-edge development and strategic guidance to dominate the AI future.π‘Our Vision: Transforming Businesses with AI-Driven Growthπ‘As an experienced AI partner, we offer a comprehensive suite of solutions, from ChatGPT to web, virtual reality, and chatbots. We go beyond mere awareness and deep dive into AI mastery, ensuring your business stays ahead of the competition.π―Our Offerings: Custom Tools, Masterclass, and Mastermind Groupπ―1οΈβ£Custom AI Tools: Ready to invest in evolving your company with AI? We'll build a bespoke AI tool tailored to your business needs, giving you the competitive edge you crave.2οΈβ£AI Strategy Sessions: Go deep with our AI Strategy Sessions, designed to teach you how to apply AI strategies to your business and unlock explosive growth. -
Co-Founder/PartnerCore-Energy-Coach.Com Oct 2012 - PresentCertified Master Coach providing executive assessment and leadership development producing results - ROI in excess of 6:1 in 90 days. Work with the C-suite, Boards and Independent Directors to achieve breakthrough results. Design and deliver "next generation" leadership development programs with an emphasis on succession planning and building a strong leadership bench. Selective accomplishments include:β Documented a 67% increase in productivity in just 6 months coaching a GM of R&D divisionβ For a $50 Million manufacturer, documented a 9:1 ROI after a 6-month coaching assignmentβ Completed 125 executive assessments and trained another 75 coaches to use the programβ Coached 5 CEO's to achieve, document, and validate amazing returns on investmentβ Published an e-book called "Maximizing Your Return on Investment in Human Capital (People)" -
Co-Founder/PartnerWorld Class Hr Solutions Oct 2009 - PresentLake Forest, Ca, UsProvide World Class HR solutions by aligning HR with the strategic business plan. Selective accomplishments include:β Designed leadership competency models, provided executive assessment and implemented Individual Development Plans.β For a $350 million venture fund, instrumental in funding companies with transformative technologies with an aggregate valuation of $4 billion. Coached 7 CEO's as they started up their enterprise. Recruited, trained and developed U.S. base sales team for Swiss based software company. Helped one ERP Systems Integrator grow from 3 employees to 150.β Designed Performance Management System that integrated cascading goals (from President to front line engineers) and aligned those goals with the strategic business (operating) plan resulting in a significant reduction in βtime to competenceβ and achieving $200 million sales goal. -
Hr DirectorHntb Apr 2007 - Oct 2009UsReporting to the Division President of this $1 Billion engineering consulting services firm, responsible for recruitment and retention, executive coaching, and new leader assimilation. Selected accomplishments include:β’ Developed and implemented first ever performance feedback and coaching program. Worked closely with Office Leaders (AVPβs, VPβs and Senior VPβs) to improve employee performance. β’ Partnered with line management to implement new leader assimilation program and executive coaching program contributing to reduced time to competence and increased productivity. β’ Implemented first ever Employee Value Proposition program and incorporated this tool into the talent recruitment efforts. β’ Reduced voluntary turnover from 13% to 6.5% in three years as a result of retention focused programs as base pay became a βneutralβ retention driver. Reduced hiring costs by $1.7 million as a result. β’ Redesigned on-boarding and orientation program resulting in reduced time to competency (increased profits).β’ Utilized on-line competency assessment and development tool (integrated with behavioral based interviewing questions) to enhance selection process. Utilized assessment reports post-hire as a coaching/development tool. Currently integrating these tools with succession planning program. β’ Conducted numerous employee relations investigations. Through effective conflict resolution techniques and proactive performance feedback and coaching have significantly reduced company liabilities.β’ Executive Coach to VPβs, and Senior VPβs on leadership development issues. -
Vp Human Resources For Western DivisionWipro Technologies Jul 2000 - Apr 2007Bangalore, Karnataka, InReporting to the SVP HR in New York, was responsible for all HR functions in the West. Conducted HR due diligence on two acquisitions. Managed four. Personally recruited more than 235 technology professionals (including project managers) and implemented two major HRIS applications. Also responsible for contractor relations (contracts, project management tracking, invoicing, etc.) for teams across three continents. Established HR infrastructure, designed performance management system and leadership development program. Company ("Infocrossing") was acquired by Wipro in an acquisition valued at $600 Million. -
Chief Human Resources OfficerZland, Llc Apr 1996 - Jul 2000Reporting to the CEO, responsible for all human resource functions across 6 regional sales offices (35 branch offices) for this SaaS tech company. Led growth efforts that saw the firm expand from 7 employees to 400 in the U.S., Europe and Australia. Supervised 12 direct and six indirect. Selected results include:β’ Designed top down, performance management program integrating individual goals with corporate goals and strategic business plan resulting in overachieving revenue goals by 150%. β’ Reduced hiring costs by $400,000 by personally recruiting 150 executives, managers, programmers, software engineers, accounting professionals, sales executives and marketing experts. Trained executive team and 45 hiring managers to use behavioral interviewing techniques. Maintained a cost per hire 75% below industry average. β’ Conducted HR due diligence of a small software company. Identified several areas of risk and minimized liabilities.β’ Designed unique sales assessment tool and reduced βtime to competenceβ from 120 days to 45 days.β’ Developed sales processes and standards that increased revenue by 50%; worked closely with SVP Sales and designed consultative sales training program utilizing SPINβ’ techniques.β’ Reduced travel costs by $144,000 as a result of the development of training program delivered by βweb cast.β Program encompassed 80 hours of sales and product training β’ Reduced turnover by 50% as a result of innovative selection/performance management system.β’ Developed compensation programs including base compensation, incentive compensation (including MBO driven, executive incentive plan) and sales compensation plans. Also administered employee stock option program.
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Director Of Client ServicesKorn Ferry Hay Group 1993 - 1996Los Angeles, Ca, UsMcBer, acquired by Korn Ferry, was the research arm of the Hay Group and provided the analysis of leadership effectiveness (competency models) that formed the basis for Dr. Daniel Goleman's theories on emotional intelligence. McBer was started by David McClelland (considered the father of the competency model movement) based on his research and assisted by Lyle and Signe Spencer and Richard Boyatzis. The McBer competency model became the gold standard in the industry for leadership assessment and development. As a Sr. Consultant, Mr. Bullara developed competencies models for executive level positions within Fortune 500 companies. Linked HR programs (selection, development, and performance management) to these competencies. Secured the single largest contract ($1.2 Million) in the history of the firm for a $500 Million national bank. Developed three competency models and managed the project to provide individual development plans for 125 senior leaders. Designed and conducted employee opinion research studies. -
Regional ManagerDdi | Development Dimensions International 1983 - 1993Bridgeville, Pa, UsSold and managed a $1million employee development initiative at McDonnell Douglas. Implemented leadership development programs at General Motors, Chrysler, Merck, Lilly and J&J. Sold and facilitated a productivity (TQM) improvement program at Memorial Care resulting in $2 million in cost reductions in 60 days by implementing team based training and operational review program. Sold and implemented leadership development/performance management systems at Parker Aerospace, Boeing, Seven-Up Bottling, California State University System, Emerson Electric, NCR, and UnitedHealthcare. Certified in SPIN Selling, Xerox Professional Selling Skills, and Consultative Selling. Master Trainer in behavioral interviewing program - trained more than 1,500 hiring managers. -
Senior ManagerErnst & Young, Llp 1976 - 1983London, GbPersonally responsible for securing $7 million in HR consulting projects. Project manager on 21 major change initiatives for Fortune 500 companies. HR subject matter expert with specialization on assessment, competency model design and integrated HR systems implementation. Sold and implemented competency based assessment and selection programs to Delta Airlines, Toyota Motor Sales, Unisys, Parker Hannifin, McDonnell Douglas, and PepsiCo
Victor Bullara, Master Coach π Skills
Victor Bullara, Master Coach π Education Details
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UclaPsychology And Organizational Behavior -
Ipec CoachingEnergy Leadership
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Ddi WorldBehavioral Interviewing
Frequently Asked Questions about Victor Bullara, Master Coach π
What company does Victor Bullara, Master Coach π work for?
Victor Bullara, Master Coach π works for Ucla Anderson School Of Management
What is Victor Bullara, Master Coach π's role at the current company?
Victor Bullara, Master Coach π's current role is Using a CEO Readiness Assessment, I help senior leaders, Board members, and "high potentials" achieve breakthrough results (Productivity increasing up to 57%+) and have less STRESS in 180 days π.
What is Victor Bullara, Master Coach π's email address?
Victor Bullara, Master Coach π's email address is vi****@****ach.com
What is Victor Bullara, Master Coach π's direct phone number?
Victor Bullara, Master Coach π's direct phone number is +194923*****
What schools did Victor Bullara, Master Coach π attend?
Victor Bullara, Master Coach π attended Ucla, Ipec Coaching, Ddi World.
What skills is Victor Bullara, Master Coach π known for?
Victor Bullara, Master Coach π has skills like Executive Development, Leadership, Hiring, Leadership Assessment, Consulting, Human Capital Management, Kpi Dashboards, Public Speaking, Employee Engagement, Performance, Personnel Management, Human Resources.
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