Responsible for all personalized interaction with Teammates (clients) and their families. This includes coordinating and administering self-assessment, resume assistance, interview preparation, community integration, networking, peer mentoring, and program continuity. Responsible for building and maintaining collaborative relationships with various community partners including businesses and other employers, educational institutions, and state agencies. Additional responsibilities include primary management of volunteer and paid staff acting as peer mentors, resume & interview coaches, and other program-related functions.

Participated in a fellowship program with Boots2Roots as the Military Transition Specialist. Assisted transitioning service members, veterans, and their spouses find meaningful employment and suitable housing in the state of Maine. Provided and coordinated resources to help them achieve those goals.

Teaches students pursuing a Master of Science degree in Strategic Leadership (MSSL). The current course of instruction: Sustainable Human Capital. This course is an in-depth study of the critical components of the strategic leadership of human capital. Essential to this concept is to identify and implement organizational practices and designs that are beneficial to both individuals and organizations in a way that produces long-term payoffs for organizations and the people who work in them.

Teaches Team Leadership & Coaching to International PhD students designed to address the leader’s ability to navigate organizational conflict and crisis.

Resilience is more than just the ability to overcome adversity. Resilience is the ability to adapt and grow as a result of the adversity. Resilient teams are stronger together and they make organizational learning and change possible.Successful organizations bring processes and people together to accomplish goals. We manage processes and we lead people. Functional certifications in project management, human resources management, facilities management, and information technology are about managing processes. The RBLP certifications are the perfect complement to a functional certification.

Teaches Naval Ethics and Leadership as part of the Naval Studies Certificate Program.

Senior Advisor to Chief Executive Officer (CEO) and Chief Operating Officer (COO) for the formulation and implementation of policies concerning morale, career development, training, and utilization of all personnel assigned. Keeps senior management aware and informed of sensitive and current issues. Represents or accompanies CEO to official functions, inspections, and conferences. Participates in receptions and hosting of official visitors to the organization. Represents organization at community and civic functions. Manages all family service, advocacy, and government housing programs. Additionally, oversees humanitarian screening and reassignment boards for personnel experiencing extraordinary hardship circumstances.

• Leads a staff of 1,100 military personnel, mentoring 91 first-line supervisors and personnel supervisors, including 85 program administration supervisors and 900 entry-level employees. • Leadership and management efforts resulted in a 50% reduction in workplace misconduct, 90% overall retention, and 15% increase in promotion. • Organization earned numerous awards to include operational efficiency, safety compliance, and maintenance completion. • Mentored numerous high-potential candidates to serve in top management team senior advisor positions.

• Led a staff of 1,100 military and civilian personnel to include 213 supervisors delivering 371 courses IN 2O Learning Sites around the world to over 80,000 students across nine specialties.• Proven Crisis Leadership abilities enabled SWSC to remain open to staff and students during COVID-19 pandemic with zero positive cases and enabling sustained operations across Naval enterprise.• Regularly provided counsel to 21+ Active Duty and Retired Senior Managers.• Trusted advisor behind major decisions to address action items in curriculum development and delivery after fatal at sea collisions in 2017.• Designed and implemented a Stress Inoculation course for students slated to work as COOs onboard operational afloat organizations.

• Led, trained, mentored, and managed a staff of 200+ military and civilian personnel to include 100 supervisors across seven learning sites across the United States. • Strategic leadership resulted in the transformation of CSS to a more productive, professional, efficient, and functional headquarters capable of supporting the entire domain and external stakeholders in achieving major enterprise initiatives.• Routinely selected as guest and keynote speaker at numerous education and training organizations to speak on the topics of leadership, ethics, and resilience.• Attended executive leadership training and participated in selection board panels chartered to provide recommendations to senior management regarding promotions of senior supervisors.

• Led a team of 90+ co-workers and front-line supervisors while simultaneously advising and emerging executive in a complex environment. • Expertly managed home port shift of two platforms involving relocation of personnel and families from the United States to Japan with minimal loss to productivity or decreases in morale. • Efforts resulted in numerous awards ranging from operations and safety to retention and promotions.

Interpreted and debriefed "High Potentials" assigned as senior members of Top Management Teams on their HOGAN Self-Assessments as part of their Executive Leadership Training.HOGAN assessments can be used for a variety of talent management initiatives, from pre-hire selection to executive-level development.Predict job performance – Hire better people by measuring basic employability, work style, safety consciousness, and organizational fit.Evaluate career derailers – identify and mitigate performance risks that can degrade leadership success, erode relationships, and damage professional reputation.Identify potential – find and develop your organization’s next generation of top talent.Leadership development – leverage the strategic self-awareness gained through Hogan’s assessment process with executive development and coaching.Pair with 360° data and other performance indices – reveal the underlying characteristics and values that drive the behaviors identified in the 360° process. In progressive development programs,360s provide the what; Hogan provides the why.