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Tim Bot

Executive Consultant

Tim has held executive and senior level HR roles in mid-sized firms and global enterprises, including General Mills and Boston Scientific. At General Mills he managed 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.

At Navigate Forward, Tim enjoys working with senior leaders to craft their vision and put actions in place to achieve their goals. He’s recognized for his ability to listen deeply and understand others’ perspectives. Tim also works as an 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; he’s energized by helping people discover what matters most. He matches his innate curiosity with the proven methodology of a Hudson Institute and and ICF-PCC Certified Coach. During the pandemic, Tim became one of the first 10 coaches worldwide certified as a Mental Fitness Coach with Positive Intelligence, which builds an individual’s ability to improve performance, improve relationships and increase peace of mind (happiness).

He holds a master’s degree in human resources and industrial relations at the University of Minnesota Carlson School of Management along with a bachelor’s degree in business management and social science from St. John’s University. He has served on the board of directors for ICF-MN Chapter, the General Mills Federal Credit Union and the Minnetonka Boys Basketball Association.

When you don’t find Tim advising senior leaders, you might see him playing golf with friends or loved ones. He cherishes family time and vacations to Minnesota’s 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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