Consulting Company providing seminar speakers and consultants on Operations Management, Success Motivation, Leadership Techniques, Communication, Media Strategies, Positive Thinking, Marketing, Strategic Planning and Sales. Former operator of several successful New York businesses including an Advertising agency and a video production company. Also published articles and weekly newspaper columns. Responsible for vision casting, marketing, budgets and strategic planning. Also was part of a small development team to research and launch successful market entry strategies for Cellular One. This included the development and application of sales and business strategies including long range and short-term strategic business objectives. Continuing to serve as an external Executive Coach, published author, and keynote speaker.

In 2020, John was notified that he had been awarded the title of Competent Speaking Professional (CSP). The CSP designation is the speaking profession’s highest earned international measure of professional platform competence. Less than 18 percent of the speakers worldwide, who belong to the 14 member associations of the Global Speakers Federation (GSF), currently hold this professional designation. The CSP designation is conferred by the prestigious National Speakers Association (NSA). The small number of professionals who have this designation is an indicator of the difficulty required to meet the strict qualifications.By earning the CSP designation, meeting professionals, and conference organizers looking to hire the best speaking talent will know this speaker is among the top 17%. The CSP title shows a speaker’s commitment to the profession, including top-notch speaking ability with a track record of professionalism and success.With this designation, meeting professionals looking to work with the best speakers will see a commitment to the profession by seeking speakers who are CSPs. Audiences are demanding excellence, relevance, and eloquence. By hiring a CSP, a meeting organizer can have increased confidence in the success of their event.The CSP designation is earned by mastering the four professional competencies adopted by the NSA:• Eloquence – The art of speaking and the use of powerful and persuasive presentations.• Expertise – Knowledge, skills, and experience in a specific area.• Enterprise – The purposeful undertaking of a successful speaking business venture.• Ethics – The standards governing the conduct of those in the speaking profession.

Using applied neuroscience to help organizations solve their biggest challenges. Serving as an inspirational speaker, compelling storyteller, and innovative thinker who helps leaders to further transform corporate performance and organizational behavior. Leveraging subject matter expertise and thought leadership to help companies evolve their talent practices and to be more brain-friendly in achieving organizational success. Regularly developing strategic client relationships to promote and deliver solutions based on the latest neuroscience research. The NeuroLeadership Institute (NLI) is the leading research, consulting, think tank, and training organization that seeks to transform leadership through neuroscience. We operate in 24 countries and have regional offices on each continent. The global NLI client list includes more than 64% of Fortune 100 firms, including Microsoft and Ford.

John serves as the Program Manager (PM) for the Customer Relationship Initiative through the Corporate Strategies and Business Development organization. He is responsible for driving collaborative energy to create and sustain global enterprise-wide culture change. He serves as a thought leader and subject matter expert for talent development and organizational change across an international, fast-paced technology enterprise of over 110,000 employees in a $53B company. This includes managing strategic messages, designing highly effective leadership and talent development training, process improvements, evolving business area partnerships, and conducting market research and analysis. This role is also charged with developing the enterprise-wide strategy and managing risks and opportunities associated with implementation. John's success requires effective collaboration-building skills across all levels in the organization to drive rapid results through his human capital strategies.

In addition to project management and organizational effectiveness initiatives, John is charged with evaluating, researching, and developing global leadership learning and development programs. John was specifically in front of program development and strategic development for Executive level talent. He implemented visionary changes to the portfolio of programs to better prepare Directors and VPs for emerging strategic business challenges. John was asked to serve in a critical thought leadership role to design a model to serve as the foundation for an enterprise-wide transformation initiative. Requiring superior project management skills, he is charged with ensuring that developmental programs align with the corporate strategy, including the future needs and competencies necessary to execute. John is frequently requested to provide leadership and executive coaching services to accelerate business performance and succession planning. He remains a facilitator and designer of leadership development curriculum for the Center for Leadership Excellence, where he consistently receives the highest ratings from global attendees for his superior training and presentation skills. John served as the subject matter expert for the enterprise-wide curriculum on change management.

John was responsible for the execution of organizational and leadership development initiatives. He served as the Site HR Learning & Development Lead for Syracuse and Owego, NY facilities supporting transformative change and acquisition integration in a rapidly evolving environment. John provided support for organizational development, leadership coaching, curriculum development, change management, and employee development programs that supported the success of a business unit of 16,000 employees. Additionally, John served as the Lead Talent Planner for the Technical Operations group, which is the business's largest function. This involved succession planning, high potential identification, and strategies to retain and develop critical skill groups. Designed new change leadership and team development courses taught to international leaders at the Center for Leadership Excellence near Washington, DC. John was consistently ranked by attendees as the highest-rated facilitator in the country for the five consecutive years. As a thought leader, John was requested to designed additional talent development programs on topics including Effective Global Leadership and Employee Engagement. Initially, John was responsible for workforce strategies, including the coordination and management of training and organizational development initiatives supporting a site of approximately 4000 employees. In this role, he led an agile, high-performance team responsible for project management, curriculum development, talent planning, succession planning, employee development, and organizational effectiveness.

Lead a team of Learning, Organizational Development and Talent Planning professionals. Part of an HR leadership team also responsible for generalist activities and budget management. The team has site-wide responsibilities for L&D, leadership development, succession planning programs in addition to major initiatives and high impact organizational development programs. Led a cross functional team to design strategies to help the business emerge from a series of significant workforce reduction activities. Strategies focused on impacting employee engagement, morale and site-wide productivity. Led additional teams focused on specific business challenges which included culture change and knowledge continuity programs. Successfully completed a visionary department reorganization to better align strategic objectives, staffing model and resources with business objectives and challenges. Provided leadership guidance and oversight on designing and launching a formal Mentoring program. Developed and taught leadership development and communication curriculums. Certified instructor for Vital Smarts Crucial Conversations curriculum. DDI certified facilitator. Award winning Instructor for the Center for Leadership Excellence, providing instruction to leaders from around the world. Received awards as the top rated leadership instructor from 2008- present. Serving as site Lead for Full spectrum Leadership training and the Employee Survey processes. Recommended by leadership to a number of corporate teams including Workforce Strategy and Culture. Chosen to pilot a high impact leadership development program in Africa. Designed and facilitated training to meet immediate business needs in the areas of success motivation, change management and employee engagement.

John had responsibility for HR analytics and metrics, Organizational Development, Customer Service, and technical training for all employees in a large region in central, NY. In this leadership role, John designed a comprehensive internal university-style program including classroom training and e-learning initiatives. The executive team tasked John with leading and developing a forward-leaning career path and talent management program to include represented technical staff and call-center professionals. John also researched, designed, and presented topics ranging from leadership development to customer service, sales, and technology. He gained significant experience as an instructional designer, HR resource, and learning consultant. John grew his knowledge of distance learning methodology and certification testing. John demonstrated an ability to respond to the changing business demands and assisted team members in meeting organizational priorities. John was leveraged as a Subject Matter Expert for team building and served as a Division resource for troubleshooting human relation issues. John had responsibilities for general human resources activities. His success required the ability to motivate employees across different departmental structures and collaborating with other leaders and Senior Staff.

Growing responsibilities included Community Relations initiatives, organizational effectiveness and promotional marketing and media activities as well as overall operations of a CableACE award winning television production department. Required the ability to vision cast, train, problem solve, supervise programming and engineering personnel. Also responsible for budgeting and annual profit/loss. Acted as the Cable in the Classroom coordinator, supporting the partnership between the company and the local educational facilities. Advanced to Business Development in early 1998. Responsibilities included Organizational Development and launch of a new department in response to emerging competition. Designed organizational structure for new business segment as we divided the operational business model into two parts. My commercial segment grew into a highly successful and significant part of the long range strategic plan.

Responsible for business development and negotiating strategic marketing programs and multi-million dollar budgets and contracts for target Hospitals, Schools, Colleges and Universities. Required high expertise in developing effective cuatomer relationships and needed proficiency in understanding and designing large budgets. Required ability to evaluate and forecast the impact that initiatives and recommendations will have on cash flow. Selected as part of a core national team to design and develop the College Asset Modernization Sales curriculum and corporate communication components to be used as the nationwide training resource.