Coach leaders at all levels in areas of skill development, goal setting, self-awareness, emotional intelligence, team management, and professional growth. Identify gaps in organizational training and develop curriculum to meet those needs. Use ADDIE method to create large-scale webinars and training sessions for leaders at all levels in the organization. Develop individualized self-paced leadership development plans for employees, utilizing internal LMS resources, customized curriculum, and reflection questions. Facilitate CliftonStrengths and 360-Degree assessments as needed with leaders and teams. Key Accomplishments• Created new organizational coaching program and implemented regular individual coaching with 25+ leaders in the first year of roll-out• Developed and facilitated training series for new managers with themes of positive discipline, difficult conversations, staff development, recruitment and hiring, employment law, and overall performance management • Collaborated with Operational Excellence and hospital leadership to research and report on nurse retention trends by conducting interviews, running appreciative inquiry focus groups, and analyzing qualitative data • Lead three top-level leaders through succession planning to strengthen their teams and better prepare their service line for transitions and growth

Director of Student Activities Served on the divisional leadership team and as departmental head to provide strategic planning, training, and overall management of organizational initiatives and goals. Designed and facilitated training for staff with a focus on team effectiveness, equity, change management, and organizational dynamics. Conducted task, performance, and competency analyses and use data to design co-curricular learning. Built organizational partnerships and lead three project planning committees. Supervised six staff managers and 60 para-professionals. Managed departmental budget of $215,000. Talent Management, Learning, and DevelopmentImplemented regular coaching and performance evaluation processes for staff members. Designed monthly skill development training. Hired, onboarded, and trained all new team members. Coordinated with human resources to market positions and to ensure a diverse and equitable search process. Resolved all departmental human resource related issues. Key Accomplishments• Facilitated growth of a low-performing team to an established group of high-performing leaders through development and implementation of regular assessment, skill training, and coaching • Overhauled training by conducting skill gap analyses and then developing and instructing appropriate trainings to increase effectiveness • Saved $40,000 to be redirected to meeting strategic organizational goals by eliminating unnecessary spending and implementing better financial management practices • Created three new large-scale community initiatives; lead entire project team through conceptualization to completion on each initiative

Served as department head, responsible for strategic planning and team training. Supervised 3-6 professional staff and 10 para-professionals. Conducted competency analyses and used resulting data to create learning objectives and training curriculum for leadership skill development. Responsible for program management of large-scale events. Managed budget of $1M. Key Accomplishments• Developed new co-curricular leadership training program for 150 participants • Rebranded and restructured training opportunities for staff, para-professionals, and volunteers • Created and facilitated new women’s leadership series