Over 8 years experience coaching leaders across organizational levels (ICs to C-suite), sectors, and industries, such as products, business development, sales, IT, contracting, and real estate.

Extensive training in leadership coaching, vertical development, somatics, and team coaching.

Example projects:

Consulted on leadership and business challenges facing a Directorate of Acquisition organization, including facilitating a leadership off-site, and conducting strategic planning activities. Performed action planning to carry out additional business changes and human capital initiatives.

Conducted climate studies within the Intelligence Community (IC). These studies included conducting structured interviews regarding the psychological climate and its various subcomponents, and content analysis of the qualitative results of the interviews. Documented the results in written reports and conducted debriefings to agency leadership for a small number of IC components.

Example projects:

Worked with senior executives of a fortune 100 company to articulate a succinct and compelling vision and case for the desired culture change, assess the current ecosystem, and develop a culture change roadmap that aligned to the broader business strategy.

Provided feedback to members of the Senior Executive Service (SES) at the Department of Treasury who participated in a 360-degree assessment using the OPM 360. The purpose of this work was to provide independent, third party facilitation to help executives interpret their feedback and apply it to a developmental plan.

Example projects:

Led the wholescale reform of the entire suite of Performance Management, Promotion, Recognition, Poor Performance management, and Culture Change elements for a mid-sized government Agency.

Example projects:

Conducted a large-scale evaluation of the Department of Defense’s (DoD) Defense Senior Leadership Development Program (DSLDP), the premier civilian leader development program for the DoD. The purpose of DSLDP is to develop senior civilian leaders with the Enterprise-wide Perspective needed to lead organizations and programs, and achieve results in the Joint, interagency, and multinational environments. Within the DSLDP program evaluation, conducted an evaluation of the process for leadership development evaluation and made suggestions for best practices based on research in leadership development.

Example projects:

Directed the development of a methodology for using military job analytic information to inform test specifications for the Armed Services Vocational Aptitude Battery (ASVAB), the military’s selection and classification battery. Responsibilities included designing the methodology and directing the pilot study to test that methodology, developing and managing a large-scale rating task, coordinating with representatives from the U.S. Army, Navy, and Air Force to obtain training curricula for 5-10 jobs from each Service and SME support, overseeing the data analysis, writing the technical report, drafting recommendations regarding implementing the methodology, and addressing identified gaps. Managed the technical approach, two staff members, and fifteen SMEs for the rating tasks.

Led the job analysis effort for the System Operator/Power Dispatcher job series for a consortium of 18 companies. This effort involved developing draft task and KSAO lists, scheduling a conducting job observations and interviews, managing focus groups, and developing an online questionnaire.

Example projects:

Developed robust testing programs for two mission critical skill fields including the development, validation, and implementation of new assessment batteries at a mid-sized government Agency.

Developed fully-customized, client-owned, high fidelity simulations (“virtual role plays”) for civilian managers at the Department of Defense (DoD) for use in (a) development and (b) promotion assessment. The on-line simulations used multi-level animations and branching technology to place the test taker in realistic situations. The use of branching technology allows the tool to track and score responses at several points during the assessment process. The development followed a content-validation approach to ensure job relatedness and realism.

Developed assessment center exercises for the Bureau of Alcohol, Tobacco, Firearms, and Explosives (ATF) and the Social Security Administration (SSA). The assessment centers were used for selection / promotion and development. Worked with SMEs to develop exercises, rating scales, and training videos to help assessors make accurate ratings. Facilitated assessor training for over fifty assessors and directed assessment center administrations. Designed and drafted candidate feedback reports.