Leading Organizations Unit - Focuses on the essential principles of personal and interpersonal leadership that can be used in an organizational setting to enhance performance, align and empower personnel, and assure organizational engagement. - Strengthens the act of listening as a keystone leadership practice.- Applies leadership skills in a hands-on practical way that allows them to assess one's own strengths and weaknesses in leadership capacities including cultural proficiency and encourages them to challenge their own beliefs and assumptions about what constitutes leadership. - Offers a comprehensive review of contemporary issues and perspectives on leadership, multidisciplinary and systems-oriented leadership approaches as well as classic leadership theory. Includes topics such as personal assessment and development, values and ethics, motivation, power, followership, group dynamics, multiculturalism in leadership, conflict resolution, performance excellence, and creating organizational change strategies.

Sr. Director of Administration and Operations, Bloomberg School of Public Health. Utilizing his background in leadership training, coaching and management, Steve will lead the finance, special events, project management and administrative teams, while overseeing key office culture focused projects, career pathing and management training for both the DAR and Comms/Mar teams at BSPH.

Director, Leadership Learning: Leadership Development Program- Develops and implements the ongoing vision for robust leadership learning offerings across parts of the Hopkins University.- Collaborates with the Executive Director for Talent Management within Central Human Resources to ensure adequate resources, programming, interventions, and evaluation for leaders at all levels, including faculty and staff.- Focuses on the Leadership Development Program (LDP) and various divisional and departmental leader development programs.- Provides direction and direct involvement in: - Conducting learning needs assessments. - Instructional design and development of learning content. - Regularly assessing and retooling learning activities to support leaders in developing skills aligned with university goals.- Leads the evaluation of all leadership learning programs and makes recommendations for continuous enhancement.- Actively pursues knowledge of learning trends/approaches and applies adult learning theory.- Implements innovative learning tools and approaches beyond traditional modalities, delivering leadership content in both live and virtual formats.- Supports other professional development activities of Talent Management as needed.- Oversees the execution of additional professional development processes for leaders, including the University’s executive coaching program, which involves: - Curation, development, and ongoing assessment of individual coaches. - Managing a group of executive coaching clients across the University.- Collaborates extensively with senior leaders across the university, including Deans, Vice Deans, Divisional Business Officers, Vice Provosts, Vice Presidents, etc., to assess and meet the leadership learning needs of the university and its divisions.- Works collaboratively with internal and external resources to design, develop, facilitate, and evaluate leadership learning interventions.

As a consultant I assist JHTV in the following areas:➤ Performance enhancement: cultural and professional development in the Technology Transfer business unit➤ Design of broader JHTV organizational structure to promote the development of talent across the group➤ Consideration of broader cultural norms/ideas/ for implementation to improve overall employee satisfaction and productivity across JHTV.Specifically:➤ Improve organizational culture➤ Improve employee engagement ➤ Improve employee morale➤ Organizational design: design of the company (structure, processes & systems) supports teams and employee engagement. ➤ Clarifying the purpose, expected results and boundary conditions in which teams will operate. ➤ Identifying designated roles for each team➤ Identifying resources and support to be provided by management➤ Identifying tracking and metrics for management➤ Talent Development:➤ Develop models for hiring junior talent➤ Identify means for developing junior talent including but not limited to cross-functional models, cohort models, etc.➤ Identify resources, programs, relationships, needed to support and develop talent and engagement➤ Identify appropriate training regimen

* Work hand-in-hand with the CEO to maintain the highest quality work environment possible at OPO* Work directly with CEO on special projects/events to improve/maintain OPO culture* Communicate, bolster and enforce organizational values* Maintain an eNPS score of above 50 every quarter* Manage HR operations by recruiting, orienting, coaching, counseling, and disciplining staff based upon company culture * Plan, monitor, appraise, and review staff job contributions, based upon company culture * Own the configuration and implementation of benefit plans* Own the configuration and implementation of compensation plans* Update job knowledge by participating in conferences and educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations* Assisting in developing team leadership* Coaching/Performance management* Career and succession planning * Rewards and recognition* Employee engagement and retention* Maintenance and development of OPO’s external culture optics

➤ Spearheading the development, the organization from a performance management and culture building perspective, implementing and overseeing programs that enable people leaders to be radically more successful in their roles.➤ Partnering with subject matter experts and stakeholders to develop high level program outlines for new learning projects, including managing a suite of programs and projects to support the development of foundation leadership skills.➤ Expertly directed several key global clients and projects, successfully developing a highly effective leadership competency framework and scaling a platform that provided training and development opportunities for a global medical corporation.➤ Positively impacted the business through the implementation and solution formation of a predictive analytics tool for an international company with consolidated sales of approximately $5.6 billion, facilitating strategic business outcomes.➤ Accurately connecting the dots between leader competencies, team dynamics and company culture to pinpoint leadership development and organizational initiatives that significantly impact collaboration, innovation capacity, technology sharing.➤ Confidently spearheading global client projects from inception to completion, skillfully conducting global employee engagement surveys, predictive modeling, action planning, consultative services, and longitudinal measurement.➤ Developing organization wide talent and leadership development models and processes, providing dynamic thought leadership and strategic direction to the creation of Leadership Assessment Profiles and Workforce Planning Methods.

➤ Expertly coached leadership teams to execute both Business plans and People plans for all client groups across the organization, drove behavior and culture change with a focus on seamless end-to-end service delivery.➤ Spearheaded learning architecture within the Learning Centre, contributed to diagnosis, design and delivery of client interventions with online and blended learning programs, building corporate operational strategy and vision.➤ Successfully designed highly effective online learning solutions to support training goals and business needs, including the review and maintenance of online modules, encouraged growth behaviors and enabled better business performance.➤ Established a sustainable approach to employee engagement through resilience and positive psychology, led team design meetings, iteratively improved processes and provided vision and direction as the Practice Lead for client accounts.➤ Designed, built and delivered accelerated team programs to realize the benefits of change programs, sustain change and realize commercial benefits, supported junior consultants with mentoring and project-based development and coaching.➤ Created a talent management framework for all levels of the organization including the design and implementation of frontline leadership program for key talent across Australia and New Zealand, developed innovative learning strategies.➤ Directed strategy, governance, implementation, sustainability and continuous transformation and design to learning and development for all employees, successfully led, developed, and improved a team of learning and development experts.