As a Preferred Trainer for the Michigan Works! Association, I facilitate the Certified Business Solutions Professional training and the Policy Academy. For both trainings, I deliver subject matter expertise through engagement, scenario exploration, and presentations.https://www.michiganworks.org/business-solutions-professionals

Through my LLC, I continue to offer workforce development consulting, as well as strategic planning for nonprofits, and executive and team coaching using CliftonStrengths.

As an independent consultant, there is much benefit in working collaboratively with other consultants. Therefore, many of my projects are conducted through affiliation with Strategic Policy Consultants. This firm serves as a network of consultants with expertise in a variety of areas. Acting as an independent affiliate, I provide consultation and expertise in the areas of workforce development leadership and programming, as well as trainings, team-building, and cultivating a positive culture. I am able to draw on my 25+ years of experience in local workforce development programming and management, as well as statewide connections.

As COO for Northwest Michigan Works, I had the privilege of leading a fantastic team of professionals who are dedicated to helping people improve their lives. We jointly developed our primary mission of Connecting People to Opportunities, whether that's a new job, a great employee, or acquiring new skills. I see that as my mission too - I connect people to the opportunities they need to fulfill their goals. Every one of us wants a career that's rewarding rather than frustrating, so I did my best to provide that kind of environment. Here are a few things my team and I worked on during my time as COO:- Role Clarity: the workforce development system in Northwest Michigan prides itself on seamless, integrated services. While this is great for the customer, ambiguity about your role is tough on personnel. So we communicated performance goals, conducted regular reviews, and clarified expectations whenever we could.- Policy: this can be a dreaded word, but only when policy is used to micromanage. Well crafted policy provides guidelines and benchmarks, which further helps with role clarity and performance expectations. - Leadership and Relationships: I called our group of program managers the "Leadership Team." They are more than supervisors - they are leaders in the organization; they set the tone and can either build or destroy morale. They also represented the agency in the community, developing and building relationships with partners and other stakeholders.- Building on Strengths: I believe in a strengths-based approach to just about everything. We did the StrengthsFinder assessment with everyone in the organization, and used it in our communication with each other, our personnel management, performance reviews, and team building. Finally, I was very happy to represent this organization on several community boards and committees, and many of my team members also served in this way.

As Director of Program Development, I created and improved Workforce Development programs for the ten county region of Northwest lower Michigan. This involved a 3-step process, and each step involved many parts. The first step was to determine the need and decide how best to meet it. This included assessing the needs of both employers and job seekers, reviewing current performance measures and customer satisfaction rates, and working with staff to determine the best strategies for carrying out program operations. The next step was the process of developing a new program or adjusting the design of existing programs. This included researching programs in other regions, seeking input and collaboration from partner organizations, writing grants, and reassigning or hiring new staff.Examples of new programs I've developed (with much help from my team) include: YouthBuild Northwest, Healthcare Skills Alliance, Ag and Food Systems Skills Alliance, Business Training Alliance (now merged with the MI-SBTDC), and the Career Cafe at Michigan Works!. Examples of improvements I've made to existing programs include: creating a performance improvement plan for the JET (welfare-to-work) program, which resulted in a 10% increase in performance; and a re-design of Business Services. The final phase of developing or improving programs was to work with staff - brainstorming, establishing structure and processes, and training. I also oversaw the Communications Department at Networks Northwest (formerly Northwest Michigan Council of Governments), which I approached as an extension of my Program Development role. Once programs have been developed or improved, we must communicate about it - making the public aware of the fantastic services we offer.Prior to this position, I worked for the organization as Communications Coordinator, Software Support and Computer Technician, and started at the front desk of the Traverse City Service Center as Employment Services Specialist.