Marcy Fawcett
Marcy started her career with 15 years in the corporate world leading service type functions across multiple sectors including retail, high tech, manufacturing and services. Having a desire to help executives find work they truly enjoyed, she joined Drake Beam Morin in 1992, (the world’s largest executive career management firm) where she received an Excellence Award at their International conference for her contributions. She also received national recognition for her leadership role in a volunteer regional initiative during that time.
In 1995, she started and built her own retainer based executive search practice, where for 8 years, she applied her knowledge of the skills and competencies required to be successful executives along with her skills in assessment of personality, technical skills, leadership competencies to provide exceptional fits for candidates. She regularly received rave reviews for the quality of candidates presented from organizations including Fidelity Investments, Polycom, Simulations Science (now Invensys), Think (later TrainingNet, now Saba), Getronics and many others in both the for profit and non-profit sectors.. Marcy built a solid reputation for the quality of services rendered and the outstanding hires she delivered.
Certifications are numerous, a few of which include all 360 Feedback Assessment Instruments developed by the nationally acclaimed Center for Creative Leadership, accreditation by the Hay Group for use of their ECI/ESCI 360 assessment instruments of emotional intelligence, and APT’s advanced level certification in the administration and interpretation of MBTI - Myers Briggs personality type assessment instrument.
Marcy has a BA in Psychology and Certification in Education from Thiel College, has completed work toward a Master’s in Industrial & Organizational Psychology, and continues her professional education through studies and certifications for methods of assessment and career management. She is a member of the International Coaching Federation (ICF), the Association of Psychological Type (APTi), the National Association for Female Executives (NAFE), and is a founding member of the New England Executive Resource Council (NEERC).
Roland Silverio
Roland has developed a strong reputation over the years to become one of Boston’s most respected Talent Development experts. He has worked for more than twenty-five years in senior roles in three Fortune 100 multi-national corporations. Roland’s several international assignments include a total of five years in China, two years in France and one-year assignments in the United Kingdom, Malaysia and Indonesia.
Over his career, Roland has worked with many leaders of major corporations, as well as providing counsel to several Boards of Directors. He is a trusted confidant and a highly talented coach. He has the unique ability to help leaders see themselves as they are seen by others. His assessment skills are exemplary, and his remediations are at an even higher level.
His international experience has given Roland a unique perspective regarding what it takes to be a leader in the global market place. He has successfully coached CEO’s, Presidents, General Managers, and other business leaders from over fifteen countries. These trust-based relationships are still in place today.
Roland has worked with both large companies and start-ups to create operating cultures that are based on integrity and excellence.
Most recently, Roland is consulting in the areas of Talent Management, Executive Coaching, Performance Management, and Organizational Development. He is greatly respected for his integrity and professionalism, and he has been able to share his experience with others.
Roland is a graduate of Northeastern University where he is an Adjunct Professor in the School for Professional Studies and received both an MS and CAGS in Education Administration from the University of Massachusetts.
Ken Kerber
Ken Kerber helps clients to achieve their business objectives by accelerating the implementation of change at the organizational, team, and individual levels. Are you:
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Troubled by resistance to important changes in your business?
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Unhappy with the performance of key projects and teams?
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Dissatisfied with the capabilities of your leaders and managers?
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Ken uses his knowledge of psychology to create research-based, pragmatic solutions to these and other business problems and opportunities.
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Leading organizational change: Accelerate organizational change by reducing or eliminating the negative effects of change on productivity
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Completing key projects: Ensure that critical projects are: completed on time, within cost and scope and with high quality; implemented by the intended users; and integrated with company strategies
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Building high performance co-located and virtual teams: Enhance the performance of leadership and task teams through focused team development
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Developing leadership and management capability: Design and deliver leadership and management development workshops in-person or via Webinars such as:
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Systemic Leadership: The Power of Systems Thinking
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Leading Organizational Change: The Planned Change Roadmap
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Aligning Business Agendas: Power and Politics in Organizations
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Leading High Performance Teams: Working with Complexity
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Systemic Project Leadership: Integrating Systems Thinking, Change, and Project Management
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Straight Talking: Delivering Tough Messages
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Thriving on Change: Accelerating Personal Transition
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Increasing Personal Impact: Developing Emotional Intelligence
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Professional Networking: Building Productive Business Relationships
Ken is an organizational psychologist and educator who uses his understanding of how people change to deliver powerful development solutions for organizations, teams, and individuals. Clients include EMC Corporation, Avid Technology, Boston Scientific, Cubist Pharmaceuticals, Harvard Pilgrim Health Care, MITRE Corporation, Wells Fargo, MIT Lincoln Laboratory, Harvard Clinical Research Institute, Cognex, and Amica Insurance. Ken is also an adjunct faculty member in both the McCallum Graduate School of Business at BentleyUniversity in Waltham, Massachusetts and the Masters in Communications Management Program at SimmonsCollege in Boston.
Prior to starting his business, Ken was the Director of Training & Development at 3Com Corporation in the computer networking industry. Before 3Com, Ken was the Director of Training & Organizational Development at Chipcom Corporation. Ken also worked at Data General Corporation in Management & Organizational Development and at Holy Cross College as a professor in the psychology department.
Ken holds a Ph.D. and M.A. in psychology from the University of Illinois at Urbana-Champaign. He is a member of the American Psychological Association, the Society for Industrial & Organizational Psychology, the American Society for Training & Development, and the Society for Human Resource Management. His most recent publication is “Creating a Sustainable Approach to Change: Building Organizational Change Capacity” in the SAM Advanced Management Journal.
Richard Mansfield
Richard is an independent consultant who focuses on the development of assessment tools and processes, and training materials to support human resource development and organizational development. He has developed tools and processes for: 360 feedback, performance appraisal, selection interviewing, competency modeling, job analysis, and assessment of organizational climate, culture, and effectiveness. He has also helped to provide automated and on-line approaches to managing assessment for development, appraisal, and selection.
Relevant Experience
Richard began his career at Temple University, where he taught human development and statistics, published in the area of scientific creativity, and became an associate professor and department chairperson.
Richard's research on creative scientists led him to consulting in the emerging area of competency modeling. In 1981 he joined McBer and Company, an international human resource management consulting firm, where he became Director of Research. There he designed, led and managed many competency modeling projects and leading-edge applications in human resource management. He also developed widely-used surveys to assess job skills, organizational climate, managerial style, personal values, and risk taking.
In 1989, Richard became a Vice President at The Altwell Group, a consulting firm specializing in organizational improvement and change management. He developed this firm’s tools for organizational assessment and used them in several full-scale organizational assessments.
Since 1990, he has worked as an independent consultant in many projects utilizing his assessment expertise. For Fannie Mae, he developed leadership competency models for officers and directors and created HR applications in, leadership development, selection, and performance review and appraisal. For Millennium Pharmaceuticals, he developed a competency models for senior leaders, together with instruments for. For Texaco, Ltd., he refined and validated a senior leadership competency model and then used the model to develop and implement an in-depth executive assessment program. For Towers Perrin he helped to design, develop and implement a selection interview training program that was implemented throughout the organization.
Richard has developed customized 360 feedback instruments and reports for companies such as Texaco, Millennium Pharmaceuticals, Fidelity Investments, Dupont, Mitre, Fannie Mae, PricewaterhouseCoopers, Old Mutual, Boston Scientific, and several small consulting firms.
Richard has extensive international experience working with companies such as BP, ICI, Pricewaterhouse Coopers, ITT, Lucas Industries, Pertamina, Gemini Consulting, Texaco, Towers Perrin, and the Hay Group.
Education and Interests
Richard holds an A. B. in Social Relations and an Ed.D. in Human Development, both from Harvard University.Richard enjoys hiking, golf, curling, mountain biking, tennis, and cross-country skiing. His wife, Mary, is an educational consultant.
Richard Greenly
Senior Affiliate
Bio Available upon request