We create and facilitate dynamic leadership and talent development programmes that are a haven for leaders to excel, ignite new ideas, foster adventure together and power businesses for organisational change. We do this with 20+ years of in-house, global, organisational development and leadership experience, from our offices in Singapore and the UK.Our mission is to help leaders and teams be the best they can be. Creating space so your teams are not afraid to experiment, jump higher, take small steps to change or dream big. We’re in the business of building your tomorrow through:Executive & leadership coaching - creating psychologically safe environments for leaders to thrive, backed by powerful tools and accreditations, and rooted in our deep understanding and empathy for diverse cultures. Learning & development facilitation - our transformative learning experiences address the challenges faced by today’s leaders and to build your tomorrow. We have facilitated both virtually and in-person and across learning environments from large plenary style programmes to more intimate mission-critical retreats.HR consulting & assessments - with decades of global leadership experience across diverse industries, we bring a wealth of knowledge and insights, and recognised accreditation tools, on issues such as culture transformation, reviewing talent and diversity strategies, assessing leadership capabilities and more. Most importantly, we believe in making the world a more equitable place, and offer a a time-matching solution for our executive coaching services. Each time a client company engages us for executive coaching, we offer a time-matched coaching engagement with a diverse future leader in the client’s organisation. This enables socially aware companies to accelerate a pipeline of diverse talent for more senior roles.

As a Managing Consultant and Coach at Growth Springs Eternal Learning, LLC, I provide advisory services to clients, focusing on talent development challenges. My expertise lies in leadership and management development, diversity, equity, and inclusion, as well as HR leadership. I have successfully designed and implemented learning and talent strategies, coaching programs, and new leader assimilation processes to drive organizational growth and performance.

As the Director of Leadership Development, I led the design and implementation of programs supporting the Firm’s strategic goals and objectives related to ongoing talent management, development, and learning. I was responsible for designing, executing, and managing talent development and leadership programs that cultivate, engage, and develop consulting talent at all levels. - Managed a team of 5 direct reports.- Provided direction, planned, and executed all tactical and strategic activities related to learning and development programs and initiatives.- Overhauled organizational coaching strategy, resulting in better performance and financial outcomes.- Spearheaded a learning evaluation strategy using the Kirkpatrick method, ensuring we consistently used quantitative and qualitative data to measure and analyze results and impact.- Established an intensive onboarding strategy that ensured new hires were ready to be assigned to casework within two weeks.- Strategized and influenced how learning objectives and priorities are enhanced and incorporated into more comprehensive talent management objectives and priorities.- Aligned all activities related to learning and development, including identifying and designing content to address level-based, firm-wide, and practice-related learning priorities.- Coached and mentored consultants of all levels on various challenges, including career development, managing people, relationships, and conflict management.

Led a team of psychologists and instructional designers focused on our Central and Northeast clients. Tackle client challenges in management development, leadership, performance management, inclusion and diversity, culture, innovation, customer service, purpose, onboarding, and anywhere else where people create a company's human advantage.- Managed a team of 7 direct reports, including managers of managers.- Coached and mentored consultants of all levels on various challenges, including career development, managing people, relationships, and conflict management.- Led the design of the Community of Practice to ensure the creation of learning programs that will help people change what they think, do, and feel to solve business/client challenges to architect the recommended strategic solution.- Partnered with clients and internal stakeholders through detailed needs analysis, scoping activities, and data collection exercises to ensure we were measuring the results of our work. - Worked with various client industries, including healthcare, manufacturing, pharmaceuticals, retail, financial services, etc.- Created a broad talent management strategy for our internal Creative Team. This included first-time succession planning, talent reviews, development planning, and internal mobility. This resulted in first-time leadership role promotions for several employees.

I was laid off due to the COVID pandemic.

Worked closely with colleagues in leading and managing complex, custom, and multi-work-stream leadership development solutions that meet and exceed client expectations. Engaged with senior leaders in client organizations across a broad range of offerings.- Led a facilitation team that delivered to 250 participants with rave reviews from the client, leading to new coaching engagements.- Part of the winning team for a $5MM sales proposal with a marquee client. The project was a first-time collaboration between two Korn Ferry businesses and helped to set the footprint for future projects.- Led a highly empowered, collaborative remote team of 4 direct reports who, for the first time at Korn Ferry, had team meetings, ongoing feedback, and one-to-ones with their manager.- A successful executive coach with over 25 coaching clients. Including international leaders.- Used data analysis to draw insights and adjust facilitation and coaching engagements.- Facilitated and designed various leadership/management development programs, including; Diversity and Inclusion, Innovation, Personal Agility, Emotional Intelligence, Paradox Management, and Change Leadership.

Led the Learning and Talent Management function for the Americas region. Responsible for designing and delivering various HR strategic initiatives, talent management, and organizational development support to ensure our business priorities and people strategies are aligned. Collaborated with regional and global business partners.• Led the strategy and executed the overall talent lifecycle for the first time at ERM. This included talent readiness, development, succession planning, and performance management to ensure an ever-ready talent supply.• Spearheaded and led the development of new sales, consulting, and leadership development curriculum through leader-led development and experiential learning programs.• Implemented a vigorous data collection and evaluation strategy whose insights helped me achieve the following results: Reduced attrition of 17% of high-potential talent by creating a development-focused program. Increased the promotion rate of new Partners by 30% by creating new development journeys.• Reported a 9-point increase in organizational engagement survey in training engagement scores.• Trusted advisor relationships with all my clients and have proven success integrating talent-based solutions to help support business objectives.• Coached and mentored consultants of all levels on various challenges, including career development, managing people, relationships, and conflict management.

Responsible for NA Leadership Development Faculty Development and Management. Partnered with regional and global colleagues to align priorities and activities.- Led a remote team of 6 highly skilled direct reports. - Facilitator/Coach for the certification, delivery and performance of direct reports and 26 adjunct faculty throughout the Citigroup organization.- Part of the instructional design team that created a new leadership development curriculum for all levels of leaders after the economic downturn in 2008. The new programs and leadership point of view earned Citigroup the “Best in Leadership”; a prestigious award bestowed by the HayGroup in 2013. Used data analysis to inform our new point of view.- Facilitated and coached to all levels and roles throughout the organization.

Responsible for Eastern US Leadership Development Faculty Development and Management. Led the strategy and execution for Citi Cards Mentoring Program.- Led a remote team of 3 full time leadership development facilitators.- Master level facilitator with a proven track record in facilitating programs in a way that calls upon learners to step outside their comfort zone. Known to create a very impactful learning experience that drives self-awareness and behavioral change. - Led the Citi Cards Mentoring Program and increased participation by 43%.- Co-led and collaborated on the development of a new mentoring match system that improved match satisfaction and eliminated manual process.

Trained retail bank associates to delight customers by handling in-store interactions, this included:- Opening new accounts,- Suggesting products to make their lives easier,- Reviewing transactions,and,- Ensuring everything remained safe and complaint within the account and access to the account,Assisted the branch with new store openings.Design and develop new learning.Facilitated other professional development and/or compliance/regulatory training as needed.Worked in the branch as part of new hire onboarding and provided coverage as needed.

Played a key training leadership role in the start up and ultimate shut down of a new Sales Call Center for the Citi Cards business.Designed, developed, delivered, and managed 2 – 6 week New Hire/Ongoing Learning Events to 100 Outbound, 200 Inbound, 100 Test Center and 200 Retention Telephone Sales Representatives.Researched and developed curricula for 3 new businesses within the call center. Inbound, Outbound and Credit Protector Retention.Designed and developed – “Personalized Selling for the Ultimate Customer Assistant”, an introductory workshop for new Sales Associates.Designed and developed – “Making it Stick” – an introductory workshop for new retention specialists.Delivered and measured monthly sales clinics.Researched and developed reference materials in the form of product manuals, job aids and web-based material.Developed measurement and evaluation tools for use during and after learning events. Build protocol using level 1 - 4 evaluations that follow the Kirkpatrick model of evaluation. Analyzed results and make adjustments as necessary.Conducted needs assessments to determine if and what type of learning is required.Acted as Training Manager Deputy. Oversaw all learning events and business issues when the Training Manager is unable to do so.Partnered with Program Management, Marketing and Legal in developing campaign specifics including scripts and sales processes.Mentored and developed new trainers providing skills in adult learning theory and facilitation.Acted as a performance coach. Provide coaching and motivation to Sales Associates, Team Leaders and Unit Managers to meet sales and performance goals.Certified 3 trainers on New Hire Orientation across 2 sites within CitiCards, providing skill, knowledge and feedback.

Transitioned from Customer Service Trainer to Sales Trainer over my career at Chase. Played a key role in the training initiatives during the Chemical Bank/Chase merger. Designed, developed, delivered, and managed 5 week New Hire/Ongoing Learning Events to 150 Outbound and 100 Inbound Telephone Sales Representatives.Researched and developed curricula, presentations, and reference materials in the form of product manuals and job aids.Developed measurement and evaluation tools for use during and after learning events.Conducted need assessments to determine if and what type of learning is required.Acted as Outbound Team Leader. Oversaw a team of two junior trainers, all Outbound Sales Learning Events and business issues.Acted as a coach and mentor assisting in new Learning Manager development. Instilled department objectives, responsibilities and the Chase Values.Partnered with Client Services and Product Management developing Outbound Program specifics including Call Flows.