Executive leadership development• Defined, designed, researched and rolled out a new offering on leadership agility and innovation, including a new competency model.• Enhanced high-potentials’ development at bp, AstraZeneca, JPMorganChase, and a $16B world-leading premium drinks business.• Directed YSC Americas’ internal Learning and Talent function.

Independent performance improvement consultant.• Revised Federal regulatory agency’s leadership requirements, given Congressional mandates. • Facilitated global pharmaceutical company’s post-merger leadership integration programs to drive innovation and decision-making rights.• Subject matter expert to a survey company’s efforts to develop a new talent instrument.

Talent management thought leader for major organizations in automotives, financial services, and other sectors.• Enabled a financial services company’s strategic growth in new markets by crafting the talent strategy and job requirements for workforce capability to serve these new customer segments.• Drove post-divestiture business unit integration and organization effectiveness by rationalizing global competency models to emphasize shared, rather than different, job family requirements.

Strategic and tactical leadership of high-performance culture solutions and ongoing programs for clients. • Overhauled an automotive company’s talent management strategy: built a wider talent pipeline for mission-critical roles by articulating competency-based career path architecture and career development programs.• Increased retention of a global law firm’s Generation Y associates: improved their recruitment yield and engagement through development of company-wide and office-specific culture factor-based interviewing, and recalibrated the firm’s interview protocols to better identify culture fit.• Assessed level 1, 2, and 3 executives for succession, selection and development.

Global Client Manager: Managed a global team of 100+ consultants to deliver a Fortune 20 high technology company’s post-merger executive development portfolio. Grew revenues 33%.• Built a client-management organization structure to mirror the client’s structure, which became PDI’s model for improving its strategic client management.• Led the design, development, training, and delivery of a year-long global high potential development program, using 360s, action learning, simulation, and coaching.Director, Coaching Services: Developed staff, drove growth, and integrated service offerings.• Created and implemented learning and development strategy - curriculum, development programs, conferences, and virtual learning teams - for coaches across the enterprise.• Increased senior executives’ change leadership capability through coaching.

Practice Leader, Consulting Services: Led shared service for a health maintenance organization and managed department operations. • Coached a regional executive team to higher performance during their leader’s sabbatical, resulting in their increased presence in and impact at the enterprise-wide level.• Optimized resources by shifting the focus of change management offerings from training to just-in-time project team consulting, resulting in increased organizational implementation capability.• Built performance-based culture through redesign of performance management system to real-time project-based evaluations, with multi-rater input into career development and evaluations.Engagement Manager, Consulting Services: Managed multi-site change management engagements.• Led enterprise-wide strategy and change implementation assessment, to increase traction on electronic medical records initiative. • Synergized project and change management methodologies with IT, and created new learning and training agenda, to align with new organization design and growth agenda.

General Manager: Promoted to chief operating officer of a management consulting company. • Led company’s strategic planning process, and established the company’s off-shore operations.• Increased revenue by accelerating development of senior consultants into strategic account management through competency-based strategic talent management.Director, Organization Development: Quickly scaled-up organizational and consultant capability.• Accelerated pharmaceutical client’s global post-merger integration through rapid-cycle development of consultants delivering a suite of leadership programs.