I'm currently working with amazing leaders focusing on organizational alignment and change adoption initiatives. It is an honor to leverage my 18 years of client experiences and content from my book, Change Rx for Healthcare, to provide value & support to my clients:2023: Autonomous Vehicles ($30B) - Chief of staff role, supporting org design, development, and return to office change adoption initiatives. Global Insurance Payer ($186B) – Org Effectiveness Advisor for coverage review and change practitioner for global pharmacy operations tech implementation.2022: Autonomous Vehicles ($30B) – Chief of Staff role. National Insurance Carrier ($500M) – C-Suite engagement for leadership retreat; agenda planning, development, facilitation and advising. Commercial Bank ($12B) – SVP support for new product launch including reorg and change adoption strategy. 2021: Commercial Bank ($12B) – SVP strategy for resource constraints, new tech platform and dept reorg. Software Giant ($2T) – change adoption framework for global B2B sales org. Underserved Community Health System ($80M) – keynote speaker and leadership advising for 30 senior leaders. Large State Univ ($530M) – keynote speaker and change strategy advising for 200 admin & faculty leaders2020: Commercial Bank ($12B) – Organization design advising and execution for Commercial Bank, including multiple business units and Change Strategy for COE. 2019: Startup/Ecommerce Retailer ($75M) – Provided strategic consulting, coaching, assessment, and recommendations to CEO for customized organization redesign, collaboration strategy, and culture refresh following significant growth and adoption of a new strategic business model. 2018: Pharmaceutical Giant ($214B) – Provided executive change readiness advising and led an org design assessment for global marketing organization. Facilitated workflow assessments, conducted org data research, and analyzed leadership & structural challenges. Want more? www.keelykillpack.com

CRC Press, an amazing industry and academic publishing house, has contracted me to write & publish a change management for healthcare book! Change Rx for Healthcare: Your Prescription for Leading Change showcases science, strategic techniques and practical tools for executives, leaders & project teams making change, as well as change management and adoption professionals. It also includes an unprecedented success story from an electronic health record and work standardization initiative.

In support of continuous changes in healthcare and the strategic transformation that our installation of Epic (electronic health record platform) facilitated, my Change & Adoption team expanded our services and was aligned into Enterprise Operational Excellence.My duties included: - Refining our PeaceHealth Change Adoption Methodology to better support continuous change - Staffing, developing and leading a team of Change Management Practitioners in each of our networks - Continued support of the Epic installation in 4 hospitals, 4 labs, and a dozen clinics in 2016 - Design and development of our Change Readiness Programs to support transitions for: 1) clinic leaders 2) physicians 3) hospital service line directors 4) lab leadership 5) revenue cycle departments - Participating in the strategic decision making around enterprise initiatives and the readiness of the organization to consume more change (Demand Management and Business Intelligence Strategies) - Developing Change & Adoption Metrics for our Enterprise Demand Management Process - Developing Change & Adoption Metrics for our Business Intelligence Strategy - Educating our leaders and support services staff on our Change Adoption Methodology and Change Leadership Capabilities - Developing training workshop on Change Adoption tools and Leadership action during times of continuous change - Developing Communication team members' abilities to support change & adoption success through communication elements, planning and activity - Facilitating a monthly Open Forum, a change & adoption channel for engaging employees in strategic initiatives and readying the organization for changes as they emerge

I joined PeaceHealth at the beginning of a 3 year journey to implement Epic, a new electronic health record platform. This initiative helped to standardize operations across 10 hospitals, 7 labs and countless clinics in Oregon and Washington. My role was to stand up a Change & Adoption Team to support the change experience that this Epic installation would bring to the organization.My duties included: - Designing, developing and implementing the PeaceHealth Change Adoption Methodology - Leading a team of 10 seasoned change practitioners to increase our speed of adoption and optimize the change experience for all of our caregivers. - Designing, developing and implementing Change Readiness Programs for hospital service line leaders, revenue cycle departments and our physician groups. - Educating our leaders and support services staff on change management fundamentals and change leadership concepts to directly leverage in our service to patients and business strategy - Providing learning, support and consultation to our Org Development Consultants, HR Business Partners and Learning & Development teammates and their efforts to transform care - Developing and co-delivering an "Engaging Teams through Change" leadership course for all employees (supervisors and above). Our first implementation included 2 hospitals, 2 labs and 30 clinics. The rate of adoption was unprecedented from any previous Epic client and within 15 days of go-live, 80% of operational staff were at normal production and embracing the transformations in their units.

During this client engagement, I co-facilitated a key business unit's journey through an Organizational Alignment process piloting an agile project management approach. This process included in-depth analysis of current operations, talent & culture, visioning of the desired future org model and planning for bench strength to address retirement eligibility concerns. Comprehensive analysis of impacts to customers and recommended mitigation strategies were presented. Changes to this business unit and the integration of that change across the broader organization were also addressed.We conducted this Organizational Alignment (OA) process using a Kanban board and agile project management practices with impressive results, including adaptive deliverables, recommendations and timelines - saving the client additional expense and streamlining employee project engagement.

As a leading member of the PeopleFirm team, I contributed deep expertise and practiced my talents through our 4 service offerings: People Strategy, Organizational Performance, Talent Management and Building Change Capable Organizations. My client engagement activities included:1) Change Management - change strategy, leadership engagement, stakeholder impact & readiness, communication strategy & planning, training strategy & planning, adoption metrics and user experience elements2) Talent Management - strategy planning & facilitation, analysis & interpretation of talent needs, talent acquisition strategy, communication strategy and implementation3) Organizational Performance - Organizational design, behavior, development and alignment processes & activities, leadership advisement, strategic decision-making facilitation, performance metrics, team development & implementation

During this client engagement, I co-facilitated several intensive Change Management Fundamentals training courses and then was contracted as the Change Quality Assurance Advisor for an ERP implementation project for a state undergoing it's first statewide technology implementation in fifteen years! I co-lead a team of four, two consultants from the ERP technology vendor and two state employees, ensuring the change management strategy and plan were executed effectively and that the quality of deliverables met a standard that would benefit the state for the ERP project and beyond for future projects. This team was new to change management and brought varying skills in training, project management and communication. My greatest contributions in this role were:1) Generating awareness across multiple departments for the value of managing change2) Formalizing a change management methodology among the team3) Creating a change management roadmap that streamlined vendor deliverables into consumable work products and performing quality review of more than a dozen deliverables4) Coaching the team leader and support her efforts to become an experienced change practitionerOne standout result of this engagement was that our Change Leaders Training was an absolute hit with the state leadership and from my encouragement, the team submitted, was accepted and presented a synopsis of the training at the national conference for the Association of Change Management Professionals (ACMP). Going from novice to expert, national presenters on Change Leader Training was a huge accomplishment for the team.

During this client engagement, I pioneered change management strategy and planning for two custom software projects within Sports Marketing. I also defined the change management and communication strategies for a global Digital Commerce software platform project that received a Maxim award. I was trained in Agile Project Management Fundamentals and each of these three projects leveraged agile methods, tools and approaches to varying degrees.These three projects included change management strategy fundamentals; stakeholder assessment, communication, training, minimal organizational redesign and change adoption measurements.As a change management expert, I was leveraged by the Transition Management Center of Excellence (TMCOE) to educate other change practitioners on agile approaches to projects and began the conversation of adapting the TMCOE change methodology for agile projects.

During this client engagement, I facilitated a key business unit's journey through an Organizational Alignment process. This process included in-depth analysis of current operations, talent & culture, visioning the desired future state influenced by the agency's strategic objectives and priorities of the key business unit. Future state was defined through strategic decision making, organizational changes and implementation plans were put into action.This Organizational Alignment (OA) process was piloted within this unit, then I streamlined and standardized the process, tools & templates for leverage and utilitzation throughout the agency.

Killpack Group offers management consulting services. We focus on change strategy & management, performance management systems, process improvement, work motivation, organizational design, culture change, team development, coaching, training & learning systems. We specialize in transforming your company's human capital toward sustainability practices and increasing shareholder value through an integrated bottom line. We offer a full spectrum of services from diagnostics through implementation and beyond. Visit us at www.killpackgroup.com

As part of First Group's national ERP Procurement project, Killpack Group was contracted to design, develop and implement a customized change management strategy. This contribution to the overall project was also to develop a framework that could be leveraged and replicated for future IT projects. The Change Management Strategy deliverables included a comprehensive change approach, communication strategy, plan & materials, training strategy & plan, user identification process, change champion network, change readiness assessment, user adoption measurements and well as internal team management materials.

Estco' sustainable residential real estate business grew beyond expectation this year. I helped them develop a growth management strategy, create a web presence, define a marketing plan & generate publications. The Oregon Remodeler's Association also chose Estco's sustainable renovation to be showcased in their Portland & Salem, Oregon Home Tour. Killpack Group orchestrated Estco's debut in the Home Tour; including vendor management, advertising and the weekend tour experience.

Presidio School of Mgmt offers a Sustainable MBA degree in a hybrid learning environment, that blends online learning and monthly 8 hour interactive sessions. The Sustainable MBA program includes courses in professional development skills including; effective communication, sustainable leadership, change management, teams & personal development. I co-taught two courses on these topics (btwn 54-65 students each class) and developed deliverables including; course design, textbook selection, assignment creation, evaluation & rubrics, team project, student coaching, podcasts, online learning activities, listening dyads, case study/role playing and personal reflection exercises.

Part of a global technology integration project, I managed the Organizational Design team. A software application was designed, developed and deployed for tracking employee activities. Dependents of team data and activities included; change management initiatives, HR, technology teams, data management, Sarbanes-Oxley compliance tracking, training and employee management decision making. This year long assignment yielded tracked success, on-time and under budget.

As part of a global consulting, technology and outsourcing company, the focus of my work is in Organizational Change. Past project experiences include various elements of; org change, org effectiveness, training, communication, change strategy, org behavior, leadership coaching, project management, and facilitation skills.

My Change Management Lead role included work plan development, executive coaching, change strategy development, training plan management, communication strategy design & development, communication plan development, executive sponsorship through stakeholder presentation development and rapport building. This role also supported the PMO with improving team cohesiveness and standardizing team communications.This was a highly client-facing role with interactions and coaching and rapport building with C-level executives to tactical discussions with more junior crewmembers.

As part of an Underwriting Division project, my role as Human Performance Lead included diagnosing the current state of training, organization governance, competency, recruiting, on-boarding, and performance management. A diagnostic was presented as well as a complete competency model, framework, approach, timeline training approach and strategy were presented. Recommendations for new recruiting, on-boarding, and performance management systems were also presented in client workshops (co-facilitated) and in future state documentation. An implementation workplan was also drafted, including training, competency model, process redesign, and change management. This was a high touch client engagement with frequent interaction with all levels of client employees.

As part of a CRM implementation, my role as Human Performance Training Consultant included planning, designing, and developing strategic sales training. Sales Training consisted of 6 separate course presentations, participant guides, skill practice exercises, and course evaluations. Training was developed by audience group (Inside Sales, Sales Reps, Technical Managers, Pre Sales Engineers, and Sales Managers) and was designed as 4 day courses for most groups. A sales coaching program was also developed for Sales Managers and Sales Reps. The new sales strategy training was piloted in this global client's EMEA region, and then rolled out to all global locations. Performance metrics measurements and change levers associated with training were also developed.