-Serve as the face of executive coaching and assessment utilization for a "Fortune 250" organization, leading enterprise-wide leadership development initiatives.-Spearhead the design and implementation of psychometrically sound leadership assessments, focusing on leadership readiness and aligning with core leadership competencies.-Collaborate on the Coaching "Tiger Team" to develop and implement a scalable, enterprise-wide leadership coaching model.-Core Project Team member for frontline leader role redesign, transforming leaders into coaches and servant leaders to enhance team performance.-Oversee the "Develop Your Potential" leadership development program, enhancing the leadership development experience for thousands of leaders across the enterprise.-Curate and tailor digital academy resources, creating customized Learning Journeys aligned with frontline leadership competencies for thousands of leaders.

-Partner with organizations as an external executive coach, focused on enhancing leadership and team performance to drive organizational success.-Utilize statistically validated selection tools to assist clients in identifying, hiring, and promoting top-performing leadership talent that aligns with and advances organizational goals.-Design, develop, and facilitate training programs on, leadership effectiveness, team dynamics, and fostering positive workplace cultures.-Coach CEOs and managers on leadership transitions, accelerating their path to the six-month breakeven point, ensuring sustained long-term performance post-transition.-Utilize many different assessment tools to provide one-on-one executive coaching to CEOs, mid-level managers, and frontline leaders, focusing on leadership development, performance enhancement, and strategic growth.

-Applied advanced organizational and leadership development expertise to successfully lead turnaround transformations for multiple hospice agencies, enhancing leadership effectiveness, team dynamics, and organizational culture.-Led continuous organizational development and change management projects utilizing the Action Research model in combination with Kotter’s Eight Stages of Change, resulting in a record 65% contribution margin, improved employee retention, and heightened engagement and talent development.-Leveraged project management skills to plan, coordinate, and execute multiple projects concurrently with cross-functional teams, driving key performance indicators and operational success.-Conducted comprehensive needs analyses and facilitated leadership and team development programs grounded in the Transformational Leadership model and other evidence-based leadership frameworks.-Utilized Executive Coaching certification and the Hartman Value Profile to deliver high-level leadership development workshops, optimize succession planning for key leadership roles, and coach leaders and teams to achieve strategic performance objectives.-Facilitated whole-person leadership development through the use of the WiLD Leadership Toolkit, providing training on research-based predictors of leadership emergence and performance.-Designed and delivered real-time leadership coaching, guiding leaders through successful leadership transitions, assessing their position within the leadership pipeline, and coaching them to maximize performance at each level.-Collaborated with corporate human resources leadership to align leadership development initiatives with the company’s leadership pipeline strategy, ensuring a proactive approach to succession planning and future leader development.-Authored research-based literature reviews upon request, contributing to organizational insights and evidence-backed leadership practices.

Provided executive coaching to managers in the areas of leadership and team development, employee selection, leadership transition strategies, and time management.

•Utilized organizational development methods to create a custom four hour training workshop to help managers increase collaboration between teams of thermal power engineers. The complete workshop module included: -A performance needs assessment on both organizational and individual levels. -An interview template used to interview the vice president of engineering and department chiefs of engineering. -A research literature review on predictors of effective team collaboration to ensure the use of best practices. -A custom developmental workbook for each employee to help with the transfer of training after the workshop. -A statistical process for analyzing the effectiveness of the training module based on predetermined outcome objectives.•Partnered with the head of Training and Organizational Effectiveness to conduct a workshop around coaching and performance management goals.•Statistically analyzed and reported data on feedback of coaching workshop to the head of Training and Organizational Effectiveness.•Provide research literature reviews to the head of Training and Organizational Effectiveness to help guide organizational initiatives and increase employee performance and development.•Took the initiative to write a leadership selection proposal for the company’s high potential program, with the goals of picking quality personnel to help organizational succession planning. The proposal focused on: -Assessing organizational leadership business needs. -Selection system implementation steps. -Validity and reliability research for each assessment tool ensuring predictability of leadership selection. -Exploration of any bias that may inadvertently occur against protected applicants.•Participate monthly in conducting benefit enrollment and reconciliations with company insurance providers. .•Conduct exit interviews with employees who are leaving the company to help decrease employee turnover.

Contracted with the Professional Services team at Thompson-Reuters to improve team performance and interactions. Specific tasks were:•Interviewing the team in order to pinpoint areas hindering performance.•Administered the Workplace Climate Assessment to measure the team’s perception concerning their work and team environment.•Facilitating an After Action Review team discussion on how to improve communication and performance. It was a great experience working with a team to reach their potential.