10 leadership consultants
Heidrick & Struggles, Russell Reynolds Associates, Korn Ferry, RHR International and Aon appear in the backgrounds of these leadership consultants, and three describe themselves as organizational or business psychologists. Their stated work covers CEO succession, executive assessment, team coaching and leadership pipelines, a fit for a company deciding whether to assess its senior team, plan succession or build its next layer of leaders.
Professionals to explore
Darren Overfield
LinkedInExperience: EVP, Coaching & Consulting · Kaiser Leadership Solutions
Darren Overfield has been EVP, Coaching & Consulting at Kaiser Leadership Solutions since 2022, after VP, Learning Solutions there (2013 to 2022). Overfield was also a Senior Consultant at Kaplan DeVries Inc. and Adjunct Faculty & Executive Coach at the Center for Creative Leadership, and helps leadership teams improve performance by developing behaviors drawn from research-based psychology.
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David Dávila
LinkedInExperience: Managing Consultant · YSC Consulting, part of Accenture
CEO succession, executive assessment, senior team effectiveness and cultural transformation are the topics David Dávila advises boards and C-suite leaders on, as a Managing Consultant at YSC Consulting, part of Accenture, since 2023 and a Talent Reinvention Partner, Leadership Acceleration at Accenture since May 2026. Dávila was also a Doerr Program Facilitator at Rice University's Doerr Institute for New Leaders (2020 to 2026).
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Dianne Nilsen, PhD
LinkedInExperience: Managing Partner and Executive Consultant Organizational Effectiveness Leadership Development · Curphy Leadership Solutions
At Curphy Leadership Solutions since 2015, Dianne Nilsen, PhD has been Managing Partner and Executive Consultant in organizational effectiveness and leadership development. Nilsen was COO and Partner at Questar Customer Experience (2012 to 2015), a VP at Korn Ferry (2009 to 2012) and held VP roles at Personnel Decisions International, and describes leading businesses through restructuring and strategic outsourcing, a fit for questions on leading through major change.
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Harry Dellane, PsyD
LinkedInExperience: Managing Principal · Executive Leadership Advisors
Harry Dellane, PsyD, has been Managing Principal of Executive Leadership Advisors since 2017, after Partner at RHR International (2012 to 2017) and Global Director of Talent at Acumen (2008 to 2012). Dellane describes 25+ years of consulting, corporate and military experience as a business psychologist accelerating executive performance at the C-suite level, a fit for executive assessment and coaching questions.
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Jeff Graddy, Ph.D.
LinkedInExperience: Partner, Leadership Advisory · Avion Consulting
Building more effective leaders and stronger leadership pipelines is how Jeff Graddy, Ph.D., describes the work as Partner, Leadership Advisory at Avion Consulting since 2015. Graddy, a board certified executive coach, was Principal Consultant, Leadership Development at Leadership Research Institute, Inc. (2003 to 2014) and a Sport Psychology Consultant at Dynamic Lifestyles, a fit for pipeline design questions.
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Jeffrey Quinn
LinkedInExperience: Managing Principal · Leadership Insights & Development, LLC
Coaching a C-level team together is a direct fit for Jeffrey Quinn, an ICF-PCC certified executive coach and industrial/organizational psychologist, certified in team coaching and team effectiveness. Quinn has been Managing Principal of Leadership Insights & Development, LLC since 2013, after Partner, Talent & Rewards, Leadership Service Line at Aon (1991 to 2012).
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Michael Quoia
LinkedInExperience: Co-Founder and Partner · KSE Leadership
Co-Founder and Partner of KSE Leadership from 2014 to 2022 and again since 2025, Michael Quoia was Executive Director, Leadership Advisory at Russell Reynolds Associates in between (2022 to 2024). Quoia was a Partner, Leadership Consulting Practice at Heidrick & Struggles (2006 to 2012) and helps CEOs, CHROs and investors build stronger leadership teams and prepare for change driven by AI.
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Nisha Advani, PhD, MPS
LinkedInExperience: Principal, Executive Coach & Consultant · Advani Consulting
Developing leaders and teams to be more effective, adaptive and innovative is the focus of Nisha Advani, PhD, MPS as Principal, Executive Coach & Consultant at Advani Consulting since 2015. Advani's Genentech roles were Sr. Principal, Global Talent Management & Development, Pharma (2011 to 2014), Director, Talent & Organization Development, Director, Executive Talent Development and Principal Organization Development Consultant.
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Ron Sepielli
LinkedInExperience: Leadership Sherpa President Owner Principal Consultant · Retriever Advisors
Over thirty years of large-scale organizational transformation work is how Ron Sepielli describes the record, today as Leadership Sherpa, President, Owner and Principal Consultant at Retriever Advisors since 2014, and Sepielli was a Leadership Consultant at Sepielli Initiatives from 1990 to 2014. Sepielli also held Senior Leadership Development Consultant & Group Lead at Microsoft - Leadership Development Group (1999 to 2001) and a VP consulting role at Miller Heiman Group.
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Saroj Saldanha
LinkedInExperience: Former Principal Consultant - Leadership Advisory and Development · Korn Ferry
Succession-ready leadership benches and high-performing executive teams are what Saroj Saldanha builds as a C-suite executive coach and Founder & Director of Adeptus Talent since September 2020. Saldanha was Principal Consultant - Leadership Advisory and Development at Korn Ferry from 2015 to 2020 and earlier a Director at People Business Consulting (2008 to 2014), which suits succession planning questions.
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Choose the right perspective
For CEO succession and board-level assessment, David Dávila describes that work most directly, while Michael Quoia and Harry Dellane describe work with CEOs and C-suite leaders. Leadership pipelines and succession-ready benches fit Jeff Graddy and Saroj Saldanha; team coaching fits Jeffrey Quinn and Darren Overfield; large-scale change fits Dianne Nilsen and Ron Sepielli; Nisha Advani brings an in-house pharma talent view from Genentech.
Questions to take into the conversation
- 01How do you assess whether our current senior team can lead the company through its next stage, and what do you do with the answer?
- 02What does a workable leadership pipeline look like for a company of our size, and how long does it take to build?
- 03When should we invest in coaching individual executives versus working with the leadership team as a whole?
About this directory
This is a professional research starting point based on business profile data retrieved on . Titles and companies reflect that source snapshot; roles marked former had ended by then. Check the linked profiles for current details. Inclusion does not imply Instant Expert membership or availability.