Designed original framework and structure of FSLI. Program targets potential leaders within universities at the department head level and above. Ensures participants gain in-depth self-discovery and enhanced skills in dealing with difficult situations.

Mitchen Inc. has been teaching leadership and developing supervisors since the early 90s. Programs include management and leadership workshops, strategic planning, change management, organizational development counseling, executive coaching, and the delivery of multi-session succession planning programs. Mitchen Inc. consistently deliver strategic planning and leadership programs to 20% of the top 25 public universities. Past and current clients include: NB Handy Company, Volvo Car Finance Inc, United Auto Workers, General Motors, Delphi, City of Raleigh, Primewood, State Employees Association of North Carolina, Texas A&M University, University of North Carolina, Duke University, Ohio Department of Natural Resources, University of California, University of Florida, The Ohio State University, University of Georgia, and University of Illinois. 1993-2010

Provides leadership to Organizational Development and Performance Management for North Carolina's largest agency employing well over 25000 employees. Supervised high performing team with the following accomplishments include:Implementation of enterprise-wide Learning Management System within six months. Currently most effectively ranked among all state agencies. Consolidated and instituted comprehensive enterprise-wide on-boarding/orientation program for agency in 2013. Implemented a comprehensive orientation online learning option in 2014. Consolidated performance management systems along one cycle and implemented pilots to move to a goal oriented management system which aligns organizational and individuals goal achievement. Established project plan to implement a new enterprise-wide performance management online system in 2015. Completed enterprise-wide needs assessment and established a new curriculum for new employees, supervisors, and human resource professionals. Moved training system into a engaged and employee owned learning system. Established new curriculum for supervisors in 2014 around clear organizationally identified needs and established a project plan for implementing a new on-boarding supervisor's program for 2015. Revised reward programs into a new tiered program that allows for recognition at the division, agency, and state level. Established an on-boarding program for new Human Resource employees using a blended approach with online learning modules and clear competencies in 2014

Successful implemented new performance management system tied to strategic division goals. Implemented leadership development program to strengthen bench strength and performance.Increase employee development planning by over 60%

Six month assignment providing leadership for the development and facilitation of a strategic plan for the University of Tennessee Extension.

Lead a nationally recognized organizational team in delivering all functions of personal and organizational development.

Developed Leadership Development Program for level one supervisors and above. Researched and implemented a competency-based model for succession planning and development. Created leadership development assessments for self-discovery.

Managed the information technology training and support function for a 1400 employee division during the introduction of desktop hardware and software (email, office, administrative) to all employees with a 95% adoption rate within 24 months.

Worked with businesses to ensure long term economic success through better marketing and improved financial management. Business size ranged from small up to 6-7 million dollar businesses.