Allan H. Church

Allan H. Church, Ph.D., is Co-Founder and Managing Partner of Maestro Consulting, LLC.  A widely recognized thought leader in the field, he has over 30 years of experience in global corporate executive positions and external consulting.  He is also an Adjunct Full Professor at Columbia University Teachers College, where he teaches Strategic Talent management.  Before Maestro, Allan spent 21 years at PepsiCo, most recently as SVP of Global Talent Management.  He received his Ph.D. in Organizational Psychology from Columbia University. Allan has authored seven books, 50 chapters, and over 190 practitioner and scholarly articles. He can be reached at https://www.linkedin.com/in/allanchurch.

Humpty Dumpty and the 9-Box: Five Steps to Putting it Back Together Again Using the Science of Leadership Potential

Talent Management / By

Organizations that are effective at identifying, developing, and placing their best talent in key leadership roles will be the ones that continue to drive sustainable growth over time. A rigorous approach to differentiating people with future leadership potential is the only way to ensure effective succession planning. Successful differentiation is one of the reasons why so many […]

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Unleashing The Power of Assessments for Leaders and their Organizations

Leadership / By

The accurate assessment and development of organizational leadership potential and capability is a critical factor in any effective talent strategy. While designing, implementing, and maintaining assessment processes have been a mainstay of organizations with robust talent systems for decades, the increasing emphasis on identifying high-potential individuals in corporations has resulted in the exponential growth of

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Why Talent Management and Succession Bench Building Aren’t Working Today: At Least Not as Well as They Could!

Talent Management / By

Workforce Solutions often starts with Talent Management (TM) to help organizations solve strategic human capital challenges that drive business growth through three agendas: Identifying top talent Filling roles and jobs with employees who perform well today and Facilitating and even accelerating the development of those who will continue to develop and lead the business. While these

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