Let’s explore if working together supports your leadership and organizational transformation.Lynn brings 2600+ hours of executive/leadership coaching discussions and experience within a broad range of industries. She is a credentialed Master Certified Coach (MCC) through the International Coach Federation (ICF), a certified Neuro Linguistic Programming (NLP) Coach and Certified Mentor Coach. As a community leader, she serves as 2019 Past-President and Business Forum Leader for the Charlotte ICF Chapter.Certified/qualified to administer/debrief assessment tools from the Center for Creative Leadership, Hogan Assessments, Herrmann International, Actualized Leadership Profile and Myers-Briggs Suite.Executive Leadership CoachLynn supports new/seasoned leaders to build/expand core skills, gain confidence in their presence, relationships, communication and soft-skills to lead effectively within their organizations. She works with individuals at a deep personal level where insights can create large ripples of change.Leadership and Organizational Culture TransformationThe Contagious Leader development supports organizations who put people first. The core contagious competencies successfully align with building leadership and employee soft-skills capabilities, flexibility and capacity to create a coaching culture where people flourish in the workplace. Mentor CoachMentoring for coach skill development for ICF ACC/PCC (re)certification.Career CoachWorks directly with executives seeking impartial guidance on career direction, career politics, personal effectiveness, self-confidence, and developing interviewing and networking skills. Published AuthorAuthor of The Secrets to Successful Job On-Boarding, What to Do after Being Fired and Elephants at Work. Look for her next book, The Contagious Leader Journal, a 10-week journal for developing the core contagious competencies.Available as a keynote or break out speaker for conferences and training events.

Providing leadership and career coaching to graduate students as part of their curriculum and development. Topics include: self-awareness, self-confidence, systematic thinking, relationship skills, creative thinking, and reflection of experiences. The programs include: Executive MBA, Online MBA, Professional MBA and Master of Science in Organizational Development.

Selected as an adjunct leadership coach for the Society of Behavioral Medicine's Leadership Development Institute. Each participant chose from 15 coaches to receive coaching during their one year program. Out of 24 participants, six mid-level career attendees selected me as their coach.

Past board member with the International Coach Federation - Charlotte Chapter. Providing support and education to our community of coaches and increasing awareness of coaching benefits to our community. 2018 President2017 President ElectFacilitator of the semi-monthly Coach Business Forum

Human Resources Consultant to private and public companies for Human Resources services and projects. • Created an employee survey process to identify gaps in leadership effectiveness and provide feedback on actionable items. • Assessed, developed and delivered team based programs to executive and sales leadership groups to increase communication effectiveness with internal/external customers.• Provider of onsite Human Resources expertise and day-to-day operations management.• Designed and developed an employee survey to measure leadership and organization effectiveness.

Accountable for the design and delivery of key Corporate Human Resource initiatives, practices, and systems in support of the business agenda while providing strategic/tactical generalist consultation to the corporate officers and their staffs..• Assessed the progress of the competency management framework design and repositioned it to an application phase to drive greater customer value. Integrated competency assessments into key employee/management tools. • Developed key leadership tools facilitating organizational change to a more collaborative work environment. • Redesigned and systemized a global succession planning process. Established key metrics for management committee measurement.• Transformed the HR operations group to a more technically based function in support of the PeopleSoft conversion. • Introduced process mapping to facilitate work redesign initiatives.

Human Resources leader for five major business teams representing more than $600M in sales. • Worldwide business partner/generalist accountability for the development and alignment of human resources strategies and objectives within the context of the strategic plan. • Responsible for a base of 2500 manufacturing, highly technical and commercial employees located in multiple sales/distribution offices and 10 plant locations.• Sponsored cost containment initiatives through reorganization and reassessment of talent. Led key initiatives to drive changes in behaviors.• Consultant to executives on key decisions. Coached executives to lead within a challenging business environment.• Led cultural change and integration efforts of key acquisitions (Korea and Netherlands). Developed and executed assimilation process to support the alignment of the organizational goals and results.• Developed and led the succession planning process for the top 40 key positions.

Provided corporate and functional Human Resources services to five (union and non-union) North America plants and two Latin America joint ventures with 1,400 active employees and 1,000 retirees. Partnered in developing business strategies with the vice presidents of Sales, Marketing, Finance, and Operations.• Developed and led an organizational assessment review to identify key bench strength, evaluate flight risk profile, target performance issues, development opportunities and review job consolidation/elimination opportunities. Led downsizing initiative resulting in estimated net savings: $1 million.• Restructured flex plan costs to create a balanced employee cost sharing methodology. Identification of future savings of $100K per annum.• Negotiated settlement of a Seventh Circuit Court of Appeals case resulting in $500-700K cost savings.

Overall responsibility for four union-free and four union plants including division based Quality, Supply Chain, Purchasing, and Logistics totaling 40 percent of Quaker Sales and 70 percent Actual Operating Income (AOI). • Successfully launched a union free green field and brownfield sight on time within budget despite IUE and Teamster union drive attempts.• Developed HR Managers in the areas of organizational development, compensation and union free strategies to drive performance and lower costs.• Responsible for 3,000+ division and field based employees.• Consultative role in developing best practices, shaping cultures and systems within the Developing High Performance Organization environment with the plant leadership teams.

Responsibilities included shaping and developing labor relations strategies with nine facilities and 15 union labor agreements in addition to holding a staff generalist role for division Vice President and senior management. • Developed an integrated approach to labor/business strategy within the Aerospace Sector. Successfully negotiated settlements within parameters and negotiated work rule changes to reduce overall costs.• HR Leader for ISO 9001.• Promoted large-scale change initiatives through backroom labor coaching specializing in Work System redesign contract language. Co-negotiated and developed HR Directors and Managers in the negotiations process.• Successfully managed key union relationships with UAW (local and master), IAM, SEIU, Teamsters, CWA and PGWA.