My Clients Say...

  • Lifelong Lessons

    What I have learned with Sherri is not a short-term fix for a current set of issues. My learning has been deep and will last a lifetime. I really looked forward to meeting with Sherri – it was fun, interesting, and expansive.
    - Andrew Hamel, Vice President, Amazon

  • Transformational

    Sherri gave me feedback that was right on target as I was transitioning from individual contributor to leading a team.  Sherri is genuinely interested in doing what is best for her clients.  Her coaching was extremely valuable and in some cases transformational!
    - Peter Rizk, Senior Director, Technical Marketing & Solutions Architecture, Infoblox

  • Consistently Rated 'Outstanding'

    As good as she is at design, she is even better at presenting. Employees consistently rate her courses as outstanding.  I would not put together a training portfolio without one or two offerings from Sherri.
    - Terry Dyckman, Former Vice President Human Resources, Blue Coat Systems

  • Expert in Her Field

    Sherri is an expert in the field. Her deep content knowledge, direct communication, and strong ability to synthesize contribute to her success as a trainer and a coach.
    - Chantal Laurie-Below, Executive Coach, Teach For America

  • Unique Talent

    Sherri’s team building sessions and decision-making workshops at my previous company helped me form a strong team under the most challenging conditions. Sherri has a unique talent for capturing the essence of a group's dynamics and coming up with solutions to resolve issues.
    - Erik Möllerstedt, Technical Program Manager, Waymo

  • Relevant, Credible and Highly Engaging

    Sherri is an exceptional curriculum designer because she takes the time to understand the specific requirements of the project and then applies her real world experiences to ensure that the course is relevant, credible and highly engaging.
    - Terry Dyckman, Former Vice President Human Resources, Blue Coat Systems

  • Extremely Valuable Coach

    In addition to being a bright spot in my day, Sherri has been extremely valuable to me as a management coach.  She is exceptionally good at finding simple, straightforward actions I can take to make quick improvements in several areas.
    - Russ Reynolds, Senior Director, Firmware, Micron Technology

  • A Trusted Partner

    I am fortunate to have had the benefit of Sherri as a coach. She is a trusted partner who will not shy away from delivering a difficult message that will result in positive change. And she frames issues in a manner that is both personal and useful. Work with her, if you can.
    - Bennett Yang, Senior Staffing Manager,

Sherri's Blog

Retention! Part Two - Clarity

Written by Sherri Rose
18 Nov 2015

In my continuing search for answers to the “retention crisis,” I was struck by a recent comment on the subject from one of my clients.  “Be clear!  Ambiguity is expensive.”

This reminded me of a 360 Feedback Report I once did.  

I was impressed by the deep loyalty and commitment that was shown throughout the interviews. While the manager was not perfect, it made no difference.  Her people said they had and would happily work for her for their entire careers.  Her secret? She provided clarity.  Clarity about whom the organization served, its core strength, how success would be measured, and what actions must be taken.  

Why is this so powerful?  Because one of the things we all share as human beings is a fear of the unknown.  And a leader who can transform our fear into confidence makes her people feel more secure.  How simple.  How powerful.  How critical for retention.

In Part Three of this Retention series, I’ll look at the power of attention.


Retention! Part One - Development

Written by Sherri Rose
06 Nov 2015
In the over-heated Silicon Valley job market, people are changing their companies like they change their clothes.  Well, perhaps not daily, but it can feel that way if you’re an executive reviewing your attrition numbers.  And everyone is looking for answers.  I've been re-reading past blogs looking for ideas to help.  One obvious answer emerged:  Development.  Below is a quote worth sharing again.  It came in response to the question:  Who’s the best manager you've ever had?

“My manager’s ‘true north’ is developing me.  She looks for every opportunity to let me try new things on the job and is always finding ways to help me stretch.  I really appreciate how honest she is about my current skills, and she’s great at clearly describing what it will take to get to the next level.  And she’s always encouraging folks on the team to partner up on projects where we can learn from each other.”   

There was no doubt about the respect this individual had for his manager.  Recently I learned he turned down some lucrative job offers.  His career growth mattered more to him, and he knew his manager would make it happen!   

Research also supports the importance of development.  The Corporate Leadership Council has said that effective development improves commitment by 29%. 
When you’re known as a manager who focuses on development, people want to work for you -- and stay working for you.

In Part Two of this Retention series, I’ll revisit the importance of clarity.

The Power of NO

Written by Sherri Rose
03 Mar 2015

I’ve been thinking lately about the power and importance of saying “NO” as a management and organizational effectiveness tool.

I recently watched a TED Talk by David Grady entitled How to save the world (of at least yourself) from bad meetings which supported my perspective.

When it comes to meetings, we live in a world that Grady says in plagued by MAS - Mindless Accept Syndrome. And it’s sucking the life out of our days. He recommends asking organizers about the goals for their meetings and then making conscious choices about attending.

Besides being a great time management tool for you, it also helps the organizers focus their intention, which is good for the company. And if you thoughtfully consider who can attend instead of you, it becomes a delegation/development opportunity.

So, as Grady recommends, it’s time to say NO MAS!

I also recommend that you consider NO MAS for work requests that are beyond your team’s scope and/or bandwidth. Ask why the work is needed. Make a choice to do it or not. And, if you say “NO,” clearly explain WHY and WHAT other options, if any, you recommend. Doing this allows you to sustain your own work momentum and, at same time, show respect and concern for the requester – and these are very powerful things for you and your organization.


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