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Tim Bot

Executive Consultant

Tim has held executive and senior level HR roles in both mid-sized firms and global enterprises such as General Mills and Boston Scientific. At General Mills he gained experience managing world-class leadership development and talent management programs. Across his career Tim has experienced many cycles of organizational change and understands how these cycles impact executives.

In addition to his work at Navigate Forward, Tim works as a human resources consultant and executive development coach for both large businesses and entrepreneurial ventures. He has deep experience working with people in career transition.

Tim enjoys meeting new people, asking questions, and witnessing personal stories. Tim is energized by helping people discover what matters most. His curiosity is matched with the proven methodology of a Certified Hudson Institute Coach. People are struck by Tim’s ability to really listen and understand where they are coming from. He enjoys working with senior leaders to craft their vision and put actions in place to achieve their goals.

Outside pursuits include teaching Human Resources Strategic Planning at the University of Minnesota and serving as a volunteer mentor in the Menttium 100 Program and at the McNeely Center for Entrepreneurship. He earned his MA in Human Resources and Industrial Relations at the University of Minnesota Carlson School of Management along with a BS in Business Management and Social Science from St. John’s University.

Tim has served on the Board of Directors for the General Mills Federal Credit Union and the Minnetonka Boys Basketball Association. When you don’t find Tim advising clients, you might see him playing golf with friends, or getting schooled by his wife and teenage twin son and daughter on local tennis courts.

Tim cherishes family time and vacations to The North Shore or to a warm climate. His latest passion is the sport of curling, allowing him the challenge of learning something completely foreign — on ice.

Articles by Tim

Protecting Business Assets

As Cost of Hiring Climbs, More Companies Invest in Executive Onboarding for Senior Leaders

No business intends for an executive’s experience to end poorly, yet as many as 60 percent of leaders hired externally leave within the first 18 months. Structured onboarding provides insurance to protect your talent investment.
Common Reasons Why New Executives Fail

Common Reasons Why New Executives Fail

How well a company onboards a senior leader—particularly one hired externally—directly correlates to that executive’s tenure and success. The right approach avoids these common pitfalls and can accelerate a new executive’s results and contributions by six months or more.
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