Profile

Professional summary

Ron is the Principal of TheStriekerGroup, a talent management firm, and has worked internally and externally in executive development capacities for over 30 years. He is a seasoned professional who has directed human resources as well as talent management and executive coaching practices domestically and internationally. Ron was the Managing Partner for CMI, International, Director of Executive Development for Travelers Insurance, a member of Citigroup and earlier the Chief Human Resources Officer for a large health system in upstate New York.

Since 1982, Ron has acted as a senior member of the executive team as the human resources officer, internal and external consultant, executive coach and educator for both private and public sectors.

Engagement overview

Engagements are objective based and focused on measurable outcomes with executive coaching typically 6 months in duration and leadership development one day to 5 day off-sites focusing on team development, business simulation indoors and out both domestically and international across all industries.  Outcomes are both personal (increased awareness towards behavioral change) and team.

Clients

A Broad Base of Experience With Clients Includes:

• Citigroup
• Microsoft
• The Coca Cola Company
• The Home Depot
• Deloitte
• J.M. Huber
• Panasonic
• Waste Management
• AIG
• Hanover Insurance
• Wachovia
• Exide
• SuperValu
• Sara Lee
• Southern Regional Medical
• Given Imaging
• CH2MHill
• CR Bard
• Regency Centers, Inc
• Nationwide Insurance
• Dell Corporation
• Sciele Pharmaceutical
• CARE State of Georgia
• Elesys
• Leica Geosystems
• ING

  • linkedin logo
  • blognew logo
Areas of expertise
Key clients
  • Citigroup
  • Home Depot
  • Dell
  • Wells Fargo
  • Microsoft
  • Supervalu
Testimonials

Client was a commercial real estate organization which required a strategy and plan for talent management as it grew from an entrepreneurial operation to a large nationwide enterprise. Ron designed a two-day strategic off-site for the senior management team that included a personal assessment process, a golf simulation that focused on decision-making and leadership and a series of modules focused on key competencies. This off-site set the stage for a cohesive talent management strategy for the organization and the tools for the senior managers to lead throughout the organization

Client was a large insurance company that needed targeted skill development for its senior managers. This type of effort had never been conducted in the organization previously. Ron directed the process of off-site selection and coordination, selection of the facilitators, delivery of content which included an in-basket simulation and 360? feedback and skill building in accountability, communication, directing others, performance management, conflict management and selection. This development was conducted over a three year period and provided this key group with the necessary skills to manage and lead effectively

Client was a manufacturing firm headquartered in the US that needed to establish a manufacturing presence in China and have someone lead that effort. Ron was asked to coach a high potential executive from Denmark who was charged with selecting a plant site and putting the local Chinese team in place. Even though the executive was still young, he had gained a great deal of experience working in diverse settings and had a strong financial and systems background. Ron accentuated these skills through a coaching process and assisted the executive in two key areas: communication and personnel selection. The coaching sessions provided the executive with a means of clarifying his strategy as well as implementing practical solutions on the ground in China. The plant is now running with a Chinese manager who is being coached by this young executive

Client was a manufacturing firm whose CEO had lost his desire to continue leading the organization. Ron provided individual coaching over a period of nine months primarily focusing on the CEO's beliefs and motivations to continue to lead in this business context. The assessments and discussions focused on looking in-depth at his personal beliefs and leadership skills to once again establish a sense of purpose for him. After a number of sessions, the CEO regained his motivation to get re-engaged and led the organization's entry into China with great success

Client was a large healthcare organization that needed leadership development at the senior team level. Ron conducted a personal assessment and individual coaching for the CEO and his team that brought into focus their personal leadership strengths and areas for development. He established a "common language" with the senior team that increased their capacity to work more productively together. They are now using this strategy to increase their team effectiveness and have driven this process down to the director and managerial levels. It is now having an overall organizational effect