A management services and consulting company that provides product development, marketing, sales, manufacturing and business consulting services and develops and manages consumer products for lifestyle brands.

Guide the strategic growth of these Human Capital Talent Management professional services B2B & B2C brands. (www.EngageFactors.com, www.TITANLeadershipInstitute.com, www.TITANRevolution.org, www.LeaderRocket.com)Engage Factors focuses on designing, developing and delivering customized talent management solutions spanning; Leadership Development, Training & Development, Talent Assessment, Employee Engagement, Organizational Development, Recruiting / Talent Acquisition, Onboarding Programs, Team-building and Virtual Reality (VR) learning services for multi-unit retail, food service, and hospitality companies. TITAN Leadership Institute, a Division of Engage Factors is a Direct-to-Consumer monthly subscription business empowering individuals of all generations to receive professional Leadership Development to advance their careers and change people's lives. LeaderRocket.com a Division of Engage Factors is a Direct-to-Consumer monthly subscription business empowering millennials to take control of their professional development by accessing online professional Leadership Development courses and webinar events to better position themselves for advancement in their careers by becoming a Great Leader. For over 35 years I have been turning around poor performing market areas, regions, divisions and entire companies by developing great leaders. Both individuals and companies can enjoy the enormous benefits of building existing leaders' capabilities and developing a deep pipeline of talented future leaders to support present and future management and executive-level needs. Our proprietary methods drive high levels of employee engagement, reduce voluntary turnover, increase internal promotion rates and help retain high performers longer while maintaining high levels of sustainable performance. Visit any of our websites to learn more: www.EngageFactors.com www.TitanLeadershipInstitute.comwww.LeaderRocket.com

About Memory Training Centers of America…MTCA is a healthcare business specializing in providing Psychologist and Social Workers into Senior Living Communities across the US. The Clinicians are responsible for working with Older Adults with Pre-Alzheimer symptoms/Cognitive challenges to help to sustain memory capability and address memory loss and Dementia. Memory Training Centers of America is the largest national provider of professional memory training in senior living communities, providing programs for the evaluation and treatment of memory loss and Alzheimer’s disease helping seniors and families meet the challenges of memory loss through scientifically-proven interventions that successfully treat and prevent memory loss. The company also specializes in delivering The MTCA Dementia Treatment Program (DTP) to address the needs of people suffering from Dementia. Accountability…Serving in the role of Chief Operating Officer (COO) & Vice President; Operations, accountable for developing and leading the organization’s overall Business Strategy, Business Development and Business Plan for the growth of service regions across the United States including – providing leadership to the corporate executive and field leadership teams and service providers, building strategic partnerships with Client/External Business partner communities, developing relationships with vendor and investment communities, forging other key business partnerships and assisting internal functional leadership within a variety of business disciplines including creating and delivering business development, marketing, advertising, product and service sales training programs/materials, as well as facilitating and delivering training and development programs.

Serving in the role of Chief Operating Officer (COO) and Head of Sales (B2B & B2C) & Online e-Commerce Sales Channels for a privately-held 30-year old specialty retail organization/franchisor with retail stores spanning Mid-Atlantic, Northeastern, Southeastern markets selling gift-related products including driving business-to-business trade and retail consumer trade. Accountable for retail store operations, advertising & marketing, product development, human resources, franchisee relations, and corporate administration functions with company-wide P&L accountability. Provided operational leadership to franchise community, company store teams and corporate team members in execution of strategic and tactical business initiatives to stabilize and turnaround underperforming organization to achieve comparative store sales growth (COMP Sales), increased royalty collections and improved net profit performance to position brand for organic and acquisitional growth. The company was sold to Edible Arrangements.

Company-wide accountability (All Stores, Field Leadership, Corporate Staff and Distribution Center Personnel) for talent management functions spanning organizational development, onboarding, training and development, and leadership development for all company personnel within this multi-channel international women's fashion retail chain operating under the banners of bebe and 2b bebe, bebe.com and 2bstores.com. Accountable for strategic talent development for 4000+ employees spanning store operations, multi-unit field leadership, distribution center personnel and corporate talent spanning design studio and corporate headquarters facilities. An emphasis on - - leadership development, organizational development, training and development and retention of high-performing leaders to drive internal promotion rates and for future succession within the organization. Responsible for facilitating formal Talent Assessment Centers and Assessment Programs used in professional development and succession planning. Also responsible for facilitating Train-the-Trainer and Leadership Development Programs, and conducting Leadership Transitions Workshops for newly hired/promoted District Manager field leaders to ensure effective launching/transitions. Also accountable for all store-based Associate-level, Supervisory and Management-level Training Programs incorporating online delivery platform and Regional and District Training Managers and Training Store locations; including administration of knowledge competency testing and completion/compliance reporting, along with providing/publishing monthly learning center performance reports and recognition to field leadership and executive leaders.

Serving in the roles of Chief Operating Officer (COO) & Head of Retail Stores (up to 124 store locations) for privately-held 25-year old specialty retail franchisor organization. Accountable for all retail store operations, field management support, human resources, corporate operations support, merchandising and services, training & organizational development, recruiting, workforce planning and corporate administration functions; Provided operational leadership to franchisee community, store teams and corporate team members in execution of strategic business plans to achieve comp sales growth, increased gross profit margins and elevated net profit performance, while building/maintaining franchisee relations and franchisor and franchisee compliance to FDD requirements and company brand standards. Key Contributions/Accomplishments:• Increased comparable sales performance year-over–year equating to an average Comp Sales increase of 6.5% annually (Comp Sales annual average increase for the 5-fiscal year period) across the entire brand during the downturned economy. • Refined merchandise and service assortments; removing, adding or expanding product/service categories, sourcing new vendors, negotiating pricing and value-added services, setting recommended retail price-points and gross margin levels, developing merchandise flows, seasonal flexing of inventory assortments and merchandise displays and creation of standardized merchandising plan-o-grams; resulting in increased comp sales and elevated gross margins and net profit performance. • Developed and implemented visual merchandising, signing and customer brand services standards to increase consistency in brand experience to customers across all touch points (in-store, within the community, telephone and website). The company was sold to Annex Brands, Inc.

Company-wide accountability for 1-800-Flowers & Conroy's Flowers retail stores (corporate-owned and franchise stores) talent management {training & development, leadership development, talent assessment and workforce planning and human resources} and talent acquisition/recruiting functions for this $1.1B publicly-held multi-channel retail company. Responsible for completing needs/gap analysis, instructional design, developing and delivering training programs/curriculum, integrating blended delivery methodologies, job aids and performance support tools. Developing and facilitating, Leadership Development, Behavioral-based Interviewing & Selection, Human Resources and Business-to-Business (B2B) Sales Development Programs designed for Regional Managers, Field/Franchise Business Consultants (District Managers), Store Management personnel, and Franchise Store Owners/Operators. Also responsible for the design and development of Operations, Merchandising, Marketing and Communications Programs for Store Supervisors and Management personnel and franchise operators. Instructional design and development of Self-Paced Instructional Workbooks, Instructor-Led Training Programs and Performance Support Tools; as well as development of formal franchise conversion and new store training programs. Also completed M & I and Co-branded mergers/integration assessments, created multiple Retail Store Operations Manuals spanning; Traditional 800-Flowers Retail Stores, Fulfillment Centers, Conversion Stores, Conroy's Flowers Stores, while being accountable for Recruiting & Workforce Planning for corporate-level exempt and non-exempt positions. Developing and managing the company's Mystery Shopper/Customer Service Recognition Programs and developing and managing Seasonal Planning Guides Programs. Delivery/facilitation of instructor-led training for franchisees and company store and field management personnel requiring extensive travel reaching from Coast to Coast and delivering training.

Company-wide G & A accountability (All Stores, Field Leadership, Corporate Staff and Distribution Center Personnel) for this nearly $1B dollar company spanning training, recruiting, organizational development and workforce planning for west-coast based publicly-held retail chain of nearly three hundred 15,000 square foot retail stores and 6000+ employees. Emphasis in - - leadership and management development for supervisory, management and multi-unit management-level personnel - - Also accountable for recruiting and workforce planning for exempt corporate-level and retail operations positions including-- sourcing and fulfilling an average of 550 Store Manager, Assistant Manager and Store Supervisor positions annually; as well as the staffing of existing and new store markets/locations. These responsibilities included --the development of sourcing methodologies; including internet based talent sourcing, selection of Applicant Tracking System (ATS), negotiating contracts with national job board companies (Monster, CareerBuilder, HotJobs, retail niche-sites, etc.), database mining, orchestrating job fair and open-house events and hiring all store-level associate, supervisory and management level positions for all new store grand opening, along with program development for corporate support and distribution/logistics personnel. Responsible for the development of core-competencies and assessment processes and 360-degree programs used in selection, development and succession planning of internal and external District Managers, Regional Managers and Divisional Vice President candidates. Responsible for developing the company's video-based Communications Program designed to improve communications from the CEO level down to entry-level store associate positions. The company was sold to National Stores.

Organization-wide responsibility (All Stores, Field Leadership, Corporate Staff and Distribution Center Personnel) for this $4 billion dollar specialty retail company's talent management functions including -- completing training and development needs analysis, designing, developing and managing, Leadership Development, Succession Planning, Manager-In-Training and Management Development Programs; as well as - -Train-the-Trainer, Employee Recruitment, New Employee Orientation, Safety and Loss Prevention Programs to support this 460 store organic and acquisitional growth-oriented company. Also responsible for in-store associate-level product knowledge, customer service training programs; managing the company’s mystery shopper program and WOTC compliance program with accountability for eight field-based Regional Training Managers. Accountable for re-tooling and facilitating the company's formal Talent Assessment Centers and building a bench of internal cross-functional assessment team members.

A diversified nearly 14-year career with fast-growing 850 stores (750 company-owned and 100 franchise store locations) home remodeling/fashion-oriented national specialty retail chain, spanning Multi-unit Management and Corporate-level talent management positions. As a Regional Manager, accountable for P & L performance of two geographically expansive regions. Elevated first assigned Region from Bottom 10% in performance to Number 2 Ranking in the company and second assigned Region/Territory from Bottom 20% to Number 3 performance ranking in the company out of 28 operating regions by establishing/maintaining, store-level sales, merchandising, service, employee development, and staffing standards and managing 140 professional installation crews for each region, while increasing four-wall profitability of stores and region-level profitability. Reduced company-wide, the time to achieve the organization's Sale-per-Hour productivity level for all newly hired store-level employees from 12 months to just 3.5 months, while reducing the employee turnover rate of the sales-force by 60% and management staff by 40% across the company. Also accountable for managing training and development and recruiting functions for Western and Eastern retail operating divisions with each division consisting of 250 retail store locations and developing and managing a national network of 45 Certified Trainers. Completed training and development and recruiting needs analysis. Designed and delivered training, while responsible for instructional design and the development of training curriculum to include - video-directed, computer-based (CBT) multi-media, self-paced workbooks and instructor-led seminar training programs. Designed Management Development and Leadership Development Programs and Emerging Leaders Assessment Center Program, resulting in a reduction of Management turnover to just 15% and an Orientation Program - customer service, selling skills, product knowledge and POS training.