Michael Godfrey Email & Phone Number

Seattle, Wa, Us

Direct responsibility for the leadership development strategy from executives through first-time people leaders for two business units within Worldwide Customer Service (WWCS), impacting ~16K folks. Part of the team creating leadership development strategies for 70K+ person customer service organization. In first months of role, build team effectiveness curriculum, creating content for senior leaders around building trust & psychological safety; reducing stress and improving resiliency; and leading in a permanently hybrid environment.

Seattle, Wa, Us

Selected to be Chief of Staff to VP of Amazon’s +10K person D2AS organization which supports ~28M contacts globally. D2AS is responsible for creating innovative customer support experiences for Amazon’s devices and digital products, including Astro (robot), Echo Show, Alexa, Fire-TV, Kindle, Amazon Games, Prime Video, Music, etc. Organization compromised engineers, data scientists, program and product managers, customer trust, technical support and global operations teams.While in this time-limited role, doc captained division's OP1 (aka Amazon's strategy document and financial plan) and built foundational 'Rhythm of the Business' for senior LT, creating technology based tracking for projects and priorities.

Seattle, Wa, Us

Led global team of 65 FTE plus 40+ seasonal trainers and interns driving learning strategy for 9+K associates globally. Team supported 35 internal and external sites in nine languages and was comprised global team of program managers, data scientists/researchers, trainers, and instructional designers responsible for learning solutions for Amazon Customer Service, handling device, digital, and Alexa customer contacts.

Kent, Wa, Us

While at Blue, saved $2 million in payroll and +28K hours of training time by building a learning governance architecture for government/contract-mandated training.79% of people leaders self-reported growing their coaching skills through leadership strategy. Development for all leadership levels focused on building trust and psychological safety, growing coaching skills and expanding empathy in preparation for Blue’s original return to campuses in Q4 2021.

Seattle, Wa, Us

Held multiple Head of Learning roles for numerous divisions and created & implemented learning strategies for both enterprise-wide and business-specific audiences, both internal and external learners, from Expedia Group's Executive Teams, to Call Center Agents, to Product/Tech to Sales/Marketing.As Head of Learning & Knowledge for Egencia, EG’s B2B division, leading a team of ~40 in +10 countries with responsibility for L&D, Knowledge Enablement & Internal Communications functions. While at EG:Grew Trust in Leadership from 45% to 75% in one of Expedia’s fasted growing businesses by developing and executing a leadership development strategy targeting people-leaders from the Executive Leadership Team to frontline people managers; focused on building psychological safety, strengthening trust, improving coaching & feedback skills.Raised people-leader feedback scores from 54% to 75% by developing first-time people-leader program; the six-month journey built coaching & feedback skills and taught leaders to have tough, courageous conversations. Strengthened culture score from 67% to 82% by building a blended learning intervention for cross-functional global teams for struggling division. Created content for division-wide annual divisional kick-off meeting, incorporating trust as consistent core component of leadership and sales development.Increased satisfaction in investment in L&D by 68% by architecting vertical-specific learning strategy, including investing in knowledge & learning technology; building mixed-media content capabilities; and delivering scalable, digestible virtual content aligned to business priorities. Pivoted from F2F, travel-based onboarding induction to 100% digital-blended onboarding program.

Launched consulting practice specializing in Leadership, L&D, OD, Talent Management, thought-partnership on complex HR issues, facilitation, onboarding frameworks and cultivating results-driven workforces. Engagements ranged from leading organizations through change, cross-functional business strategy & planning and executive/C-Suite coaching, including:LIFELONG | engaged as Chief Operating Officer for one of Washington State's 50 largest non-profits. During two-year tenure, revenue increased +13% and working capital grew +28%. Successfully negotiated $3 million Collective Bargaining Agreement; grew employee engagement from 71% to 89%.ĒVIA | engaged as executive coach to company President. Identified core values, developed industry-specific leadership competencies and built IDPs for executive team. Designed a new organizational structure, identified new functional leaders, built new recruiting and interviewing processes, and developed an onboarding and functional training framework. Today, company has grown to include global clients including Amazon, Starbucks, Microsoft and ESPN.GOORIN BROS. | engaged as Head of Field for NA for a 4th generation retailer. Led seven District Managers and +250 person NA field team; sales metrics improved 40% through new sales and product trainings programs, role/level-specific interview & onboarding guides for key roles.

Woodinville, Washington, Us

Michael's family's business, Chateau Retirement Communities cares for 500+ residents across the Puget Sound Region; the role provide an opportunity for hands-on application of global HR skills & experiences in a mission-based, family business. Improved retention by reducing turnover from 20% above industry average to 20% below; added HRBP roles to support a multilingual, culturally diverse staff working 24/7 in multiple locations.

San Francisco, California, Us

Gap Inc. International operated 350+ stores in France, Japan and the UK and generated $369+ million annually. Accountable for localizing enterprise-wide trainings into country-specific, culturally relevant learning solutions; and creating and implementing multicultural sales & product training, leadership development, OD and succession planning strategies for 21K+ field and home office employees throughout Europe and Asia.Led team of eight FTEs based in Tokyo, Paris, London & San Francisco. Introduced Gap Inc.’s first globally consistent leadership development program; deployed global employee engagement survey, including analysis and recommendations for specific employee strategies. Drove new employee onboarding for all international employees.Partnered with Europe's GM to facilitate cross-functional team tasked with redesigning the UK field organization in order to reduce mid-level leadership turnover and improve their internal leadership pipeline. Project was successfully implemented and impacted 4,500+ employees in 140 stores across Gap Inc. International’s largest market.Some of Michael's other roles at Gap Inc. included Flagship Store Director in London and San Francisco, accountable for +300 staff in $20+ million locations.

Master Of Business Administration - Mba

Ba, History