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Amy Hirsh Robinson, MBA


"The importance of generational census information...came up in a meeting today and I was the ONLY one who knew what they were talking about, thanks to you!"

Director of Culture & Values - Fortune 500 Hospitality Company

"Amy is a consummate professional and extremely skilled at what she does. Her deep knowledge of generational issues in the workplace makes her a sought-after expert in the field. In addition to being smart, articulate and a dynamic presenter, Amy is also an absolute pleasure to work with."

Stephanie Smith-Ejnes – VP of Human Resources, Nuveen Investments

"I've known Amy for well over a decade and the work that she and her firm, the Interchange Group, do around succession planning, leadership development and new-hiring onboarding programs is exemplary. Her knowledge of the impact of demographic shifts on the workplace helps companies stay competitive and profitable as they navigate the uncertain times ahead."

Dana Borowka - CEO, Lighthouse Consulting Services

"Amy is extremely knowledgeable, professional and wise. I have benefitted immensely from Amy's expertise with regard to generational fundraising and leadership as well as her advice regarding board development."

Abby Leviss - Los Angeles Zone Director, Jewish National Fund

"Amy is a top-notch professional. She has a firm grasp on content in her specialty area of generations at work, has a broad range of experience in many other aspects of organizational leadership and management, and is a particularly gifted facilitator."

Diana Ho – President, Management Arts´╗┐


The strategies and practices that made organizations and their leaders successful in the past is not what will equip them to survive and thrive in the future. My work focuses on preparing leaders and their workforces to excel under conditions and in environments that are very different from what they know and are used to.

I consult to Fortune 500 companies, privately held businesses and not-for-profit organizations from a variety of industries on the following:  

New Employee Onboarding
Employee onboarding is taking on a new priority as demographic shifts gather steam and the new economy takes hold. Research shows that companies that invest in a structured onboarding process experience dramatic increases in revenue and customer satisfaction, and in employee retention, productivity and engagement. Most employers devote little time to their onboarding process, a mistake that costs them greatly both in bottom line and reputation. I bring immediate value by providing strategic counsel and tactical support on the onboarding practices that matter most for businesses. These include:

  • Planning and execution of the key phases and activities of an effective onboarding program, from pre-employment through the first year of employment
  • Employer branding strategies
  • New hire orientation makeovers
  • Executive onboarding
  • Intern-to-new-hire transition tactics

Talent Management Across the Generations
As longevity rates increase, organizations are faced with an unprecedented and long-term situation of employing four or more generations in the workforce. The challenge of the 21st century leader is to effectively manage, motivate and engage a multigenerational workforce in a way that fosters inclusion, agility and innovation. I have developed a deep expertise of the diverse generational attitudes and behaviors in the workplace and consult on the leadership competencies and talent management practices necessary to drive performance across the generations. My services include:

  • Strategies on management and communication across the generations
  • Strategies to retain, engage and develop Millennial employees
  • Innovations to performance management practices
  • Mentor and "reverse mentor" programs
  • Executive coaching
  • Corporate training courses on intergenerational communication and management

Succession Planning
Most succession plans are irrelevant to today's business challenges. Demographic shifts, globalization, emerging communication technologies and economic uncertainty have changed the playing field and what is required of leaders. Succession planning practices have not kept up. There has been much talk of the new normal in American business but little practical discussion on how to retool succession planning to meet new and future challenges facing companies. I combine thought leadership with practical insights to guide executives and HR leaders through successful and results-oriented succession planning practices, including:

  • Assessments of future business needs, roles and leadership competencies
  • Facilitated executive succession planning sessions to identify and assess talent
  • Documented succession plans
  • Organizational restructuring strategies
  • High potential and career pathing programs and strategies

*A note to nonprofits: Executive succession planning for nonprofit organizations is unique and requires the involvement of the nonprofit’s Board of Directors. I have developed an effective and efficient method to guide nonprofits through the necessary steps to establish executive succession plans. If interested, please contact me directly for more information.