Source, develop and deliver finance based business simulations for high potential leaders across all levels of the organization. The content that I deliver within these simulations includes a variety of assessments, procurement, corporate finance and financial modeling, six sigma, supply chain optimization, negotiation, teaming, conflict, presentation skills, board reporting, culture, and strategy. I work with clients such as Dell Technologies, Stryker, Stanley Black & Decker, Electronic Arts, VSP, General Mills, Red Wing Shoe Company, and Flex. I am also part of the inaugural Nike Academy Cohort at the Nike Headquarters in Beaverton, Oregon. Geographies where I facilitate include the United States, Europe, China, Ireland, India, Central America, South America, Singapore, and Mexico.

Teaching Masters level students, my interdisciplinary course, Organizational Complexity, is inclusive of social organizational psychology, group dynamics, culture, adaptive leadership, adult development, teaming, and personality assessment.

Provided key leadership and strategic support to Windward Management Ltd. and Windward Asset Management LLC, the investment advisor to the Windward funds. Had oversight of the various portfolios and the underlying investment managers that were contracted to Windward Asset Management LLC and Windward Management Ltd. Led the design, development, and execution of Windward Management Ltd.’s Compliance and Risk Management policies while serving as the MLRO. Lastly, served as the investor relations lead to the funds for HNWI and entities.

Served as the key point of contact for organization development and worked with business leaders on all organization design, strategy development and deployment, systems alignment, and talent management activities. Partnered with all employees within the organization by building strong relationships as a strategic partner by offering creative and practical solutions to complex business problems. This was accomplished through;- Creating insights and recommendations for operating models, organization design, talent strategy, diversity and inclusion frameworks, engagement, process engineering, tactical planning, and organizational reflexivity.- Assessing individual, team and organizational learning needs, and developing impactful and scalable learning opportunities for teams across the organization.- Leading the continuous design and deployment of custom learning and development programs while aligning with the work of Executives, Managers and Individual Contributors to create a common language/taxonomy across the organization.- Ensuring the delivery of industry leading talent services to match business growth targets.- Leading the develop and delivery of psychometric and cognitive based assessments to drive best in class recruitment and retention strategies.- Building trust based relationships with leaders across the organization by offering thought leadership and advocating for various functions and stakeholders throughout the organization.- Supporting the creation of standardized KPIs, metrics, and evaluation processes for OD interventions and custom development requests to ensure a measured approach to change and performance management.- Participating in meetings across their organization, regardless of hierarchy, to offer process facilitation and a developmental stance to participation, inclusion and value creation.

Partnered with Dr. Miller to conceptualize the architecture for, and ultimately launch, an innovative boutique consulting firm focused on growing the capacity of leaders and organizations. Our aim was to help organizations better navigate complex internal and external dynamics and achieve developmental maturity. With leaders we sought to help establish meaningful connections with others, seek purposeful work, and partner with both leaders and employees to achieve personal fulfillment in their craft.Clients included; various groups within the United States Armed Forces; several organizations within Financial Services including hedge funds, insurance companies, and real estate funds; community based organizations; and executive coaching for both teams and leaders.

Provided academic and professional leadership and guidance that corresponded to innovation, group process facilitation, succession planning, executive coaching, psychological assessment, performance, and Human Capital strategy. • Organizational Assessment and Evaluation– Facilitated Performance, Personality, Culture, 360 and Hogan Assessments, using Qualtrics, CCL and other platforms. • Organizational Design - Applied current organizational theory, case studies, and logic to analyze and redesign the firm in regards to roles and responsibilities.• Organizational Learning - Authored Learning and Development Curriculum that included team dynamics, diversity and inclusion frameworks, conflict resolution training, negotiation training, design thinking, and recognition programming. • Organizational Communication - Facilitated lunch and learns to articulate leadership decisions, changes, and expectations. Authored internal documents that communicated complex organizational concepts with clarity. • Human Capital - Researched current recruitment strategies, successfully redesigned developmental succession planning roadmaps, created mentoring programs, and structured employee coaching for leadership development.• Group Process Facilitation – Worked extensively with C-Suite and the general employment layer on group process to ensure communication, effectiveness, and awareness were being developed and maintained with the goal of group development and performance. Also successfully facilitated a complete redesign of the firm’s vision, mission, and strategy which required designing and leading several focus groups.

- Appointed to lead fixed-term research project on the validity of Professor Robert Kegan's “Deliberately Developmental Organization.” - Partnered with several blue-chip corporations and conducted on-site research, which has been used to inform talent strategy.- Led wide range of research activities including staff interviews, assessment of human capital-based technologies and their value in the context of organizational development, discussions with senior leaders on past failures and future objectives, and review of attrition rates and financial results.