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The Agile Learning Organization - Tools and ResourcesOther: Leadership Effectiveness, Learning Strategy, Culture Transformation, Agile Organization Design, Curriculum Design, Innovation, Functional Excellence

Overall accountability for talent management processes, learning experience strategy and design, talent development programs and design thinking. Talent Planning- Global process owner for talent processes including, talent designations, talent pipeline, metrics, succession planning, talent review process, pipeline, dashboards, talent scorecards, - Collaborated with the Strategic Talent Project leads to refresh and align the Talent Planning education programs and improve overall understanding of the process and talent designations. Over 500 HR colleagues participated in the training with high praise for the new format.- Refreshed the Talent Planning resources and removed years of outdated materials to make navigation and access to resources much easier.- Increased focus on having transparent development discussions about talent designations and succession nominations. Performance Management:- Led a global team of my peers with varying roles across HR. It was my role to lead the team using Human Centered Design methodology. The project team conducted robust discovery with benchmarking of 15 companies, internal survey of 1700 employees and conducting close to 100 empathy interviews, synthesized insights, created personas, participated in a design sprint, and tested their ideas with real users. The team was not only highly productive and engaged, but also gained a new skillset. We identified areas for improve well as presented options to senior leaders for more radical change.

Creating great learning experiences for the modern learner.Leading digital learning transformation with a fully integrated SAP Success Factors LMS as part of our learning eco-system.Charting new governance structure and standards for a sustainable system designed for the learner. Implemented Workzone as our platform for curated learning. Leveraged Workzone as our learning experience platform- Leveraged Human-Centered Design Methodologies to bring significantly improved learning experiences to Corning employees.Increased access and utilization by 10 fold in 1 quarter. I Learn is a learning experience platform accessible to any employee from any device, in all available languages.Vetted and launched new high-quality content providers, LinkedIn Learning, Get Abstract, Udemy, Big Think and EJ4.Leveraged SuccessFactors integration to build learning journeys that linked to career development and the LMS to create a dashboard for M&E to close critical skill gaps.Providing modern and cutting edge learning experiences such as podcast, watch parties, micro learning, social connected learning and democratized learning.

Created and implemented “Playing to Win” strategy, structure, team and processes to move the organization to become the leader for learning organizations world-wide. Integrated Design Thinking methodologies in all of our learning processes to truly meet learner needs and innovate the learning experience Worked with team to design next level learning space that leverages user-centered design insights to create the Learning + Innovation Center in Munich which would become the hub for the region Implemented curriculum for America’s, EMEA, and Asia Pacific that met global common and core business needs but allowed for localization Implemented three innovative leadership development programs leveraging user-centered design. The first allowed new leaders to “Learn before they Lead” and the second allowed high-impact leaders to move from “Leading” to “Transforming” the organizationImplemented soft skill development that allowed leaders at all levels to “tune-up” their skillsCreated a learning strategy that maximized both destination learning and distributed learning Implemented a learning evaluation strategy and created dashboards for the Senior Executive Team and the BoardSupported refresh of culture principles Led team that innovated the way Steelcase identified, assessed, selected, placed and developed leaders

• Partnered with my leadership team to create an award winning corporate university that aligns to organizational strategy and creates a competitive advantage through its leadership. • Integrated leadership development for physicians and administrators to learn side-by-side to break through siloed thinking and competing values creating a more agile organization. • Provide leadership and serve as a consultant in the design, implementation and administration of a progressive talent development program for the system. Ensure that activities and priorities support and align with organizational goals and strategy.• Provide direction and support to university staff to ensure effectiveness and efficiency.• Partner with COEs and HR business partners to consult with business and functional leaders on issues of talent, across multiple audiences. Collaborates with other SHU leaders and COEs to ensure efficient use of staff and that SHU offerings compliment/support other areas. • Ensure clear and consistent communication with all stakeholders in carrying out SHU activities.• Provide innovative strategies for SHU offerings that are relevant, engaging and value-added.• Built a competency model for the University team that included leveled competencies with differentiators for clear career development.

• Developed Spectrum Health Hospital Group Talent Management organization structure that aligned with the HR mission. • Created a Change Management strategy for the entire system that included a workshop and toolkit. • Change Manager for a process improvement team comprised of members from Vice President to nurse mangers. My role is to direct initiatives that enable the people side of change. • Led team building initiatives using Strengths Finder, DiSC, and Drive by Dan Pink. • Provide Executive Coaching for leadership development. Coached senior leaders in SHHG in their development to be more effective leaders and create career plans. • Designed, developed, and implemented a talent calibration process and succession planning process for Spectrum Health Hospital Group. • Completed a Talent Management SWOT analysis to determine our greatest opportunities. We identified a large gap in our talent pipeline and began development of a prospective leader program to develop leaders earlier in their career. • Lead a project team to design and develop an Individual Development process. The deliverables included an IDP form, a workbook for individual contributors, a toolkit for managers, and a web tutorial for managers.

• Analysis of Supply Chain Leadership competencies needed to meet business needs• Design training strategy to improve Supply Chain Leadership technical proficiency• Create centralized training standards for Supply Chain Leadership• Designed curriculum that builds skills and knowledge of supervisors and plant managers that meet business challenges• Provide Instructional Design expertise for creation and evaluation of learning initiatives• Evaluate effectiveness of training strategy• Provide Train-the-Trainer program as needed• Provide leadership as part of the leadership team• Coach and mentor team members to build internal capability and provide high level of customer service

• Design, develop, implement, and maintain learning activities that meet development needs of Kellogg employees.• Analyzed, designed, developed, implemented, and evaluated Kellogg’s Great Manager U program targeted at building skills and competencies of new and existing people managers. Developed a just-in-time and just-enough approach to offer support for manager responsibilities. • Program Manager for Kellogg’s Great Manager U manager training program, • Designed and developed tools to support performance management and organizational design. • Project Manager/ Instructional Designer for new hire orientation web site. The website provided all Kellogg employees across the globe with a common introduction to the company. The site was a complement to localized orientation programs. • Facilitation of leadership development programs and talent planning meetings. • Team member and Instructional Designer for global HR Transformation. Worked on the Success Factors team to identify key functionality needed and integrate the system with our processes. Designed training to support processes and systems. • Facilitate focus groups and end user testing.• Worked with OE to develop Talent Review process. Design, develop, and deliver training to support Organization Talent Review.• Supported succession planning process through design and development of training for top leaders. • Partnered with OE to identify critical roles and built a communication plan for implementation. • Design, develop, and deliver HR competency model and the curriculum to develop HR professionals.Planning

Colleague development, mentor program, leadership coaching, instructional design, consulting, competency models and assessments, organizational change, professional development program manager, team building, leadership development, Project Management (PMP) Certification Program Lead and more

Performance consulting, instructional design, project managment, program managment, facilitation, team building, coaching, orientation, curricula, and more