FranklinCovey is one of the world's leading performance improvement and leadership development companies. We have been in business for thirty years, starting with the launch of the bestselling book, "The 7 Habits of Highly Effective People". Since then, we have worked with hundreds of thousands of leadership teams across the globe in these key areas: *Strategy Execution *Closing Operational Gaps *Increasing Sales *Driving High Levels of Employee and Customer Engagement and Loyalty *Leadership Development at all Levels *Personal Effectiveness -- Accountability, Productivity, Project Management, Presentation Skills *Creating Cultures of Trust *Unconscious BiasOur content and approaches are based on timeless principles and proven practices. We operate in 150+ countries and have content translated (localized) in 20+ languages. We provide world-class solutions at all levels from the C-Suite to mid-level managers to front-line supervisors to individual contributors. We have an innovative business model that provides our clients with great flexibility; a variety of modalities such as instructor-led, virtual, online and micro modules; implementation support; and sustainment tools, all at a great value. Our goal is to help our clients reach their wildly important goals and realize transformational change.

LMCU is one of the nation's leading Credit Unions with over $5B in assets serving over 400,000 member-owners. Mortgage production in 2017 was $2.4B (first lien), made up of 81% purchase volume earning the #1 lender rank for home purchases in Michigan with a 94%-member service score. Retained servicing portfolio exceeds 66,000 loans and $10B. LMCU is a direct lender with a robust portfolio serving Michigan and SW Florida. Typical tasks in my current role:- Partner with senior leaders to address changes in policies, procedures, regulations, business initiatives and technologies. Outline deliverables, expectations and risks and specific training needs for staff.- Conduct training needs assessments and lead the design, development and delivery of change initiatives, training programs and strategies. - Support ongoing learning opportunities across organization as required by the organization’s needs. - Develop teaching aids such as training handbooks, demonstration models, multimedia visual aids, computer tutorials and reference materials that motivate and engage participants.- Use assessments and feedback to measure progress and success as well as to evaluate effectiveness of approach.

Competitive Edge Performance Consulting provides practical, custom-designed solutions and training services in a “just enough, just in time” capacity to individuals and firms in need.Especially effective helping to:• Create, improve and manage the customer experience• Establish sales best practices related to territory planning, call-level selling skills, account development strategies and negotiations • Develop leaders and coaches at all levels: executives, established / new managers and individual contributors• Embrace, lead, and manage change Personalized attention, careful analysis and proven processes ensure solutions achieve performance goals efficiently and consistently over time.

Directly responsible for developing relationships, managing territory and driving sales of Genworth’s financial products through distribution partners. Led, supported and trained financial advisors as well as agency staff. Conducted educational seminars with clients and assisted sales with financial advisors. Reported and addressed service and operational issues.Worked daily with customer-facing advisors and distribution leadership of key business partners such as Ameriprise, Edward Jones, Merrill Lynch, Morgan Stanley-Smith Barney, etc. Earned life and health insurance licenses.Achievements: • Increased sales 11% over prior year (despite significant price increases on new /existing policies) • Retained 81% of prior year producers (#2 among 33 peers)• Number of multi-ticket producers increased 38% (#3 among 33 peers)

Drove discretionary effort, increased performance and moved organizational knowledge through strategic planning and effective implementation. Provided all business lines with education and professional skills development, training to over 5,000 employees in MI, IL, IN and MO territories. Managed staff of 2 managers and 14 trainers.Rehired by 5/3 after serving as Senior Training Officer 1998-2001 where I worked with new product development teams, underwriters, operations and legal departments to design, develop and deliver new mortgage product training programs.Achievements: • Implemented strategic rollout of sales skills curriculum and oversaw training of over 1500 banking representatives in the Retail, Mortgage and Business Banking groups• Significantly contributed to bottom line growth, up from $1.3B to $1.6B in one year• Established “Leadership Experience” senior leader bench-strength program providing high-potential leaders with additional development, exposure and cross-training • Over 15% of participants promoted within 18 months (a four-fold improvement over prior year)• Created with Senior Executives in North Region, program was quickly adopted by entire organization• Led all regions in total number of employees trained as well as facilitation efficiency• Appointed Committee Chair for Fifth Third’s Diversity & Inclusion Career Development Council• Worked closely with business leaders and affinity groups; African-American, Asian-American, Hispanic, Women’s, GLBT and Veterans to understand unique developmental needs to create, deliver and assess specialized skill development programs to ensure diverse talent was prepared for advancement• Partnered with talent acquisition, managed on-boarding, developmental and retention efforts of diverse talent; from day one orientation to connection with / involvement within affinity groups• Posted the highest Employee Engagement scores of all managers in entire department of over 900 employees

Ensured effective sales and product training as well as execution of merchandising plans at over 1600 Lowe’s Home Improvement Centers across the US (over $2 billion in annual sales). Translated Whirlpool business strategies into specific goals, action plans and results. Collaborated with Lowe’s executives, training directors, regional and district managers as well as the Whirlpool sales organization. Assessed learning needs of Lowe’s appliance associates, developed / executed training and communication plans to meet needs. Led staff of 4 Field Sales Team Managers dedicated to the Lowes account.Achievements:• Created quarterly training publication to increase product knowledge and improve the selling skills of Whirlpool’s 175 sales rep’s and Lowe’s 8,000 associates. Assessments indicated product knowledge improved over 15% and annual sales increased over 10% (over $200M)• Established a best-practice approach for the development of product launch and competitive training materials lead a change to include skill development (in addition to product knowledge), which was adopted by Whirlpool’s entire training department for all major accounts• Established written monthly “Game Plans” and podcasts to communicate sales strategy and changes in tactics, direction, etc. to Whirlpool sales organization • Promoted from Purchase Experience Manager; Sears Sales Team

Sold training and consulting services with focus on new business development. Built strong, long-lasting relationships with customers, managing accounts both effectively and efficiently. Introduced business issue solutions, established entire sales, service and leadership curriculums for numerous organizations such as Ford, Chrysler, GMAC, Comerica, Johnson Controls, Herman Miller, BCBS of MI, Farmers Insurance. etc.Achievements: • Member AchieveGlobal’s Pinnacle Club for sales over 125% of annual quota• Presented first-ever “Teamwork” award by Region’s Inside Sales Manager • Awarded Great Lakes Region’s “Rookie of the Year” in 2001 for top first year sales performance• Doubled annual business at largest account