For all new executives, speed to impact is the ultimate measure of success.
Gartner helps executives start fast and set the foundation for long-term success and proven, data-driven approaches refined by decades of real-world experience. Hear real executives share how our role-specific insights, guidance and tools helped prove their value and deliver results from Day 1.
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Philip Gregory, CFO at Sheffield City Council
So I’ve been in my CFO role at Sheffield City Council for just over a year. As a new CFO, you want to make an impact. Gartner helps you to understand how you can make an impact in the first few days and months as you settle into the role, but also as you develop your experience in that role, how you can continue to make an impact. I found access to analysts the most helpful because you can just talk things through. They can bring the benefit of their experience and you can make the biggest impact the quickest.
Jono Blignaut, CFO at iKhokha
It was my first time in a CFO role. So I didn’t really know: What is best practice? What does good look like? What are the frameworks you can use to build a world-class finance team? So that’s really where I’ve derived a lot of value out of Gartner. So if I wake up in the middle of the night and feel like I have an FP&A problem or a change management problem, you can just hop on a call with the Gartner experts. And yeah, that’s been useful as a sounding board for me, again, as a young CFO who is still, kind of, learning as I go.
Mary Welker, CISO at Aqua Finance
I’m fairly new to being CISO and it’s required a large learning curve for myself, and so the ability to be able to focus on certain items that I’m not as familiar with has been really important to what I’m doing. My Gartner representative has been very helpful in guiding me and building my story, as well as being able to help me create the metrics that I need to communicate that story to the board and to the execs.
Theresita Richards, Chief People and Culture Officer at Patagonia
I started as a New To Role CHRO, and almost from Day 1, I knew that I wanted to tap into Gartner from my previous experiences. One of the ways that Gartner really supported me was pairing me up with Christine, my Executive Partner. We were really able to map out what my first few months would look like. Christine is a trusted partner who’s been there, who understands what I’m facing, can help me find the tools and resources that I need, can help me really dial in to what’s going to be most helpful for me in that moment. We talk regularly and through the work that I’ve done with her with the HR Diagnostic, our stakeholder interviews, really helping me to define our strategy.
Dan Black, Talent Strategy and Organizational Effectiveness Leader at EY Global
I’ve been at EY for 30 years, but I’ve only been in this particular job for five months. And when I first started, it was Gartner that was a key resource to understand what else is happening in this new area of talent strategy. And instantaneously, it was, “Well, here’s how you go about that. Here are some structures and models you can use. Here’s what other companies do when they are defining their talent strategy.” And so in very real terms and in just a couple of months, I was able to turn around and say to the board, “This is what a talent strategy looks like.”
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