Who We Are
Nancy Lorsch established Lorsch, Berke & Associates in 1999, leveraging her talents in leadership-development, teams, and change and transition management to address individual, team, and organizational issues presented by clients.
Nancy brings over twenty years of experience in aerospace/defense and healthcare to her practice. Since she launched the company, she has provided individual, team, and organizational consultation to small, medium, and large companies in both the for-profit and not-for-profit sectors. She has served as an instructor for both UCSB Extension and Alliant University and works as an Adjunct for the Center for Creative Leadership where she provides executive coaching and facilitation services.
Since forming the company, Nancy has engaged CEOs, Executive Teams, and Board Members in the process of developing emergency succession plans for their companies. These plans enable those organizations to be prepared in the event of an unanticipated accident, illness or death of a key executive. Additionally, Nancy conducts cultural due diligence for firms to assess and advise company leaders about the potential fit of companies targeted for mergers and acquisitions.
Prior to founding her firm, Dr. Lorsch directed Organization Development in a Fortune 100 firm. In that company, she led the Executive Team through a culture transformation process and was instrumental in reducing company turnover by 4%, resulting in savings of $22 million.
Nancy began her professional career at Hughes Electronics where her responsibilities included deploying company intitiatives related to organization, management, and employee development. At Hughes, she implemented major organizational change intiatives. She consulted with and coached executives on the design and implementation of transition processes, communication strategies, and the structure and composition of merger integration teams for M&A transactions ranging in value from $130 million to $9.5 billion. Additionally, she facilitated transition, separation, and integration planning processes for cross-company, cross-functional teams impacted by mergers and acquisitions.
Recent efforts include the development of Supported Self-Development™ , delivery of coaching in the virtual world of Second Life, and use of social media to provide broader approaches to learning and development. Efforts also continue in understanding and managing the issues surfacing in the multi-generational workforce.
Nancy earned her PhD in Educational Psychology from the University of California, Santa Barbara and her BA in Psychology from the University of California, Los Angeles.
David Berke became part of the team in 2007. David consults on talent management, the design and implementation of succession systems, and Leadership Development. David is an expert in succession best practices. He has written the book, Succession Planning and Management: A Guide to Organizational Systems and Practices. David is also the author or co-author of ten additional articles on succession and talent management and a book on how to design and implement a leadership development system in your organization. It is called Developing Leadership Talent.
David has worked with companies such as Hewlett Packard, Siemens, and Google as well as non-profit organizations and government agencies. He has worked in the United States, Asia, and Europe
David was previously a senior faculty member at the Center for Creative Leadership, focusing on the design and implementation of customer-specific initiatives. Before joining CCL, David designed and led management and organization development activities in several industries inluding aerospace, health care, and public utilities. His work includes a large scale culture change effort at a fortune 200 company.
David has an MBA from the University of Southern California, an MA in English Literature from State University of New York in Stony Brook, and a BA from the University of California at Santa Cruz.