Elisabetta Galli joins CoachHub’s Advisory Board
CoachHub are thrilled to announce that Elisabetta Galli has joined CoachHub’s Advisory Board – a team composed of accomplished HR and digital transformation experts offering innovative advice and dynamic perspectives in the HR and digital space. We caught up with Elisabetta to learn more about her background and why she decided to join the CoachHub team.
Elisabetta, can you share with our readers a little about your background and who you are?
I am a three-lingual Senior Human Resources leader, with more than 20 year experience across cultures, countries and industries, managing global teams, throughout the spectrum of the HR function.
My passion is to inspire positive change in people and to help organizations to design and execute transformation -through culture, values, behaviors, leadership standards and processes- to stay relevant and keep growing in this fast and ever-changing world.
I have a proven expertise in Strategic Workforce Planning, Organizational Excellence, Global Skill Model implementation, Digitalization of the L&D Function, Knowledge Management and Talent Management.
With an academic background as clinical psychologist, I am a certified individual, team and enterprise coach (Action Learning, Insight Discovery, Integrated executive coaching) and international keynote speaker for L&D digital transformation, HR technologies and talent management topics.
Why are you a firm believer in coaching? Particularly for your area of expertise/certain use case?
I strongly believe coaching to be the most powerful tool enabling people development, taking individuals and teams to their maximum potential. It’s so exciting to witness how individuals and teams, through getting awareness of their own resources, exploiting them to the full and finding their way towards the achievement of their personal and professional objectives.
It is incredibly exciting helping an individual or a team achieve a new level of maturity, get to the full awareness of and confidence on their abilities and skills and execute a successful action plan.
Why have you joined CoachHub’s advisory board and why are you excited about the partnership?
When I got to know Coach Hub, four years ago, I felt immediately captured by its purpose and business model, enabling the democratization of a talent development tool that is still considered elitist. Coach Hub can reach out to a large number of clients, though its digital ecosystem, while ensuring an excellent customer focus.
As a member of the CoachHub Advisory board, I will be able to share my knowledge and contribute -with my expertise and experience- to the continuous development of the company through the delivery of a first class and personalized service to its customers.
FAQ
Success in leading through change is measured by how quickly performance recovers and how effectively new behaviors are embedded across the organisation.
This includes both early signals such as clarity, confidence, and decision-making and longer-term outcomes like engagement, retention, and productivity. Organisations that track both behavioral and business indicators are better able to understand progress, identify risks, and sustain performance beyond the initial recovery phase.
Ultimately, successful restructuring is not defined by the new org chart, but by how quickly people adapt and how consistently they perform in the new environment.
When the change curve is not actively managed, organisations face compounding performance risks. These include slower decision-making, increased coordination costs, declining engagement and prolonged productivity loss.
Over time, teams may revert to old behaviours, momentum fades, and change fatigue increases especially if multiple transformations occur in succession.
Each additional week spent in the dip increases the cost of disruption and delays the realisation of transformation benefits, making recovery slower and less effective.
Organisations shorten the change curve by actively supporting behaviour change at scale. This requires more than one-off interventions, it demands continuous reinforcement, alignment across leadership levels, and integration into daily work.
Behavioural science shows that change only sticks when it is reinforced consistently and over time. Organisations that provide structured, ongoing support such as coaching, are better able to accelerate adaptation, reduce uncertainty, and restore performance faster.
The goal is not to eliminate the dip, but to reduce its duration and severity.
.avif)
.avif)