I’m Meghan Roberts.
I’m on a mission to develop great leaders. Leaders who are respected for their results, admired for their approach, and loved for the experience they create. Because your organization’s most vital resource is talent and they expect nothing less.
Developing leaders who are respected, admired and loved.
Because our world deserves great leaders.
It starts with “why”
I’m on a mission to develop great leaders. My first leadership experience was in 2006. I was leading a team of 8 and working for a brilliant CEO who got amazing results; his approach though was toxic and permeated throughout the organization. I spent many days counseling and coaching leaders who struggled under his leadership. It made me sad. These people were talented, dedicated professionals who wanted to help their community and they were treated horribly. It made me angry. I watched how this CEO’s toxic leadership style trickled down and became the way of leadership in the organization. I tried many things to fix the situation, but nothing worked. I even brought in a consultant from a reputable leadership training company to help this leader and his senior team. The intervention was a disaster and ended with me escorting the poor consultant out of the building. In that moment, I learned that no matter what I did, there was no changing the culture of the organization with a toxic leader at the helm. So, I left the job that I loved. I promised myself then that I would always strive to be a great leader and help others do the same.
We can’t ignore the research…
Talent today demands great leaders. Talent expects leaders who develop, engage, and support them. Working for a leader who gets results is not enough. “How” leaders get results is equally important. Talent today wants to work for leaders they admire and love. Yep, I said it. LOVE. If they don’t find these leaders within their current organizations, they find it someplace else and take their knowledge and expertise with them. I believe that every leader should want to be a great leader, but the truth is, they need to be a great leader.
We need to bridge the gap. 70% of strategies fail and its not because of poor strategy. The problem lies in poor execution with a primary flaw being lack of critical leadership skills. Who leads execution? It’s not the executive team; it’s the leaders below them. They translate strategy into work, manage the work, and lead the people who perform the work, all while keeping the business running. That’s a lot of responsibility! It’s time to double down on their development. They deserve it. Remember, one day they will be the executive team. Let’s help them get ready.
A business background + a people first approach + years of leading teams I understand the business side AND the people side. I spent the first 5 years of my career as a management consultant improving business processes and driving change and the last 13 years as an HR leader cultivating talent and healthy workplace cultures. I’ve been leading teams since 2006 and have held leadership positions as a Manager, Director and Executive. I understand the strategy side and the tactical side, and the demands and challenges of both. I combine all this experience to cultivate strong leaders who appreciate results and their people.
Experience + Education = A Powerful Combo. I value experience. Experience is how we learn and fine-tune our craft. But I’m a big believer in learning how to do it the right way. I’m committed to providing my clients with the latest research-backed methods and tools for developing their talent. I’m never done learning. I’m an Associate Certified Coach (ACC) through the International Coaching Federation, a Senior Professional in Human Resources (SHRM), a Take Flight with DISC facilitator, an Energy Leadership Index – Master Practitioner, and a certified Hogan Assessments practitioner. I have a Master degree in Adult Learning and Organizational Development from Temple University and a Bachelor degree in Finance from St. Joseph’s University.