Gartner Expert

Ken Chadwick

VP Analyst

Ken Chadwick is a Research Vice President covering global supply chain organization design, governance, talent development, change management, and organization behavior. Using in-depth cross-industry research and insight into trends he provides advice to supply chain leaders on how best to engage people and organizations to address the growing complexity of 21st century supply chains.

Roles and responsibility

VP of Supply Chain Strategy, Chief Supply Chain Officer, Heads of Supply Chain COEs, COO, CIO, Head of Supply Chain IT, Global Sourcing Leads

Previous experience

Mr. Chadwick has more than 30 years of business experience, with 20 years in retail supply chain including roles in store operations, business process improvement/re-engineering, acquisitions, strategic HR and strategic planning. For three years he was a management consultant, working with manufacturing, telecommunications, and pharmaceutical leaders and managers on a wide range of business process, talent management and organization design challenges. Just before joining Gartner he was the Managing Director of Operations for a national not-for-profit, focused on supply chain, recruiting, and sales and operations planning.

Professional background

The Academy for Corporate Excellence

Senior Consultant

Stop and Shop Supermarkets

Senior Manager, Strategic Initiatives, Supply Chain

Shaw's Supermarkets

Senior Manager, Planning

Areas of coverage

Design and Align the Supply Chain Strategy (retired)

Optimize End-to-End Supply Chain Performance (retired)

Supply Chain Organization and Talent (retired)


M.B.A., Wallace E. Carroll Graduate School of Business at Boston College, Member Beta Gamma Sigma National Honor Society

B.S., Resource Economics, University of New Hampshire

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Top Issues That I Help Clients Address

1What are the gaps in my company's supply chain capabilities?

2What organization design changes are necessary to address these gaps?

3How can I leverage best practices in supply chain governance?

4What specific talent strategies will address these gaps?