At NGageMe Consulting, I’m redefining the concept of employee engagement. What if we shifted the employee’s responsibility for engagement in our workplaces to the leaders who drive the organization's culture? Time and time again, I’ve seen it proven that true engagement in the workplace begins with engaged leadership. The result of poor engagement is employee turnover. Many companies dance around the issue of high turnover rates by simply expecting it. They neglect to pause and consider the true costs. Organizations must ensure they accurately assess the financial impact of employee engagement when succession planning. Focusing solely on achieving immediate goals may yield short-term success, but sustainable performance is only possible when employees are fully valued and prioritized. Losing a top producer while assuming they are fully engaged often results in an unfillable gap of expertise and experience. The resulting financial setback can take years to fully overcome. Unfortunately, many leaders often overlook the long list of costs associated with hiring and training new employees and the time it takes for them to become productive.At NGageMe Consulting, our mission is to help others excel. We provide leaders and organizations with the guidance and proven roadmaps needed to uncover and harness the potential within every employee. Our services include:• Discovering Your Strengths Workshop• Gallup Strengths Assessments• Leader Vulnerability IndexTM• Executive, senior leader, and new leader coaching• Keynote speakingBy fostering true engagement, NGageMe Consulting drives both individual and organizational success, ensuring that people always remain the top priority.678-525-6560mandelljackson@ngageme.biz

Led the national task force to address systemic health inequities in the US. The belief was that all people, regardless of color, race, or income deserve good health. The developed approach was three-fold. 1) Provide no-cost testing services and education to make diagnostics services more equitable, 2) Collaborate with local leaders, community health organizations, and other institutions on sustainable solutions, and 3) Prioritize solutions that address underlying causes of health inequities. As Vice President & General Manager of Q4HE, I was grateful for the opportunity to lead this program and further a cause close to my heart. In many ways, the role was a culmination of my career as it allowed me to combine my deep knowledge of the healthcare industry, my love of building teams and my ability to create and implement clear strategy amidst ambiguity. My responsibilities and achievements in this role included: • Developed and led U.S. strategy for defining, prioritizing, and addressing healthcare disparities in underserved and uninsured communities • Managed a $138M implementation budget • Led a team of 4 National Segment Directors, Director of Operations, Director of Marketing, and Director of Communications • Nominated for multiple public relations awards, including the coveted Modern Health Care CEO Award • Winner-PR Week Purpose Award of “Best Proof of Authenticity” for the Choose Health Life initiative • Facilitator-Historical Black Colleges and Universities COVID medical experts panel • Panelist-Willie Moore Jr. Radio Show COVID vaccine hesitancy

• Led U.S. Neurology Sales Division to include neurogenetics, neuroimmunology and brain health • Collaborated with 7 regional commercial VPs and leaders of various other divisions to include: Health systems, Health plans, Customer solutions, Billing, and Commercial analytics • $400M in Revenue and P&L • Oversaw a team of 4 Regional Directors and 52 Account representatives • Recognized as #1 ranked commercial VP in 2018 • Selected to represent Quest Diagnostics in the Lifetime Television Network special “Operation Career,” a program highlighting corporations with military veteran employees who successfully transitioned into corporate America

• Trained 1,500 employees including 18 sales executives and 108 sales directors nationwide • Developed official knowledge certification and training program, Commercial Qualification Standards • Developed first comprehensive Sales Director leadership development training program • Developed specialty mentoring, assimilation, engagement, and training program

• Planned and executed 2011 sales team reorganization resulted in: 15% increase in productivity, $7.7M in revenue growth and volume growth of 1.6M requisitions • Leadership Quest Top Leader Award in 2013 • Best of Quest/President’s Club Award in 2011

• Developed and implemented regional contracting and pull-through strategies to strengthen partnership between field sales and brand marketing teams • Delivered neutral to advantaged brand access to allow for more successful brand sales performance • Developed and managed business relationships with managed care customers and effectively lead and developed a team of 9 senior National and Corporate Account Executives • Functioned as Merger Transition Advisor for the managed care division and was credited with the implementation of the executive field communication plan • Led Southeast region to improved performance in both market share and percent to objectives for all key brands (Singulair 2.67% > Natl TRX, Maxalt 2.46% > Natl TRX, Januvia .20% >Natl TRX) • Developed first Merck faith-based health plan contract resulting in $22M in sales in 2009

• Led and developed 10 District Sales Managers and 130 Pharmaceutical Sales Specialists • Launched respiratory division to include hiring and deployment of full sales team • Developed field sales launch strategy for Symbicort in the Great Lakes region • Credited with reinventing Great Lakes region African American Network Group which was identified by HR as the #1 regional employee network group in the nation • Developed and implemented regional co-promotion strategies and partnered with brand marketing teams to ensure product performance goals were consistently met

• Increased sales performance and market share for the Cardiovascular and Gastrointestinal product franchises through successfully leading and developing 9 District Sales Managers and 95 Pharmaceutical Sales Specialists • Functioned as lead Business Director for the GI sales teams in North Carolina, Virginia, West Virginia, and Kentucky • Ranked #2 of 6 regions for total portfolio performance in 2006 • Selected as networking and interviewing speaker/trainer for Leadership Development Training series and Continuous Learning seminars

• Developed first managed-markets access and pull-through strategy for regional accounts in West Virginia and Kentucky • Leveraged deployed resources and personnel to meet business needs of internal and external customers • First account director to successfully develop brand strategy initiative with Passport Healthcare, a historically closed account • Successfully developed brand strategy initiative with Passport Healthcare, a historically closed account W. VA Medicaid from 9.7% in June to 10.9% in September • Led the KY leadership team through the successful formulary decision awards of Crestor and Pulmicort on KY Medicaid

• Strategically linked HQ marketing teams to the regional leadership teams for Cardiology, Respiratory and Oncology • National Sales Director Leadership Award 2004 • Cardiovascular Scientific Affairs Leadership Award 2004 for management of Crestor National Educators Network

• National Crestor Field Input Team Member • #1 Zestril District Sales Award in 2001 • #2 Toprol District Sales in 2001 • #2 Atacand District Sales in 2001

• 2000 Portfolio Business Plan Facilitator for all sales teams and managed markets account directors within the Southern California region • Selected as National DM Profile award recipient by Sr. Leadership in 1999; featured as DM role model for leadership training and recruitment literature • Hired 100% of the Los Angeles Anti-infective sales team (Sales force expansion 1998)

• Southern California District Sales Manager

• Recognized for National DM Profile Awards