- Designed and delivered Leadership Development Series for Microsoft executives, manager of managers and first line managers. Used organization theory, feedback assessments, practice and coaching between meetings to develop the next generation of leadership at Microsoft
- Worked with the Apache Oil and Gas Corporation Chief Financial Officer and Direct Reports. Facilitated vision, values and strategy work and the execution of the plan over a two year time frame. Coached the leadership team in effective ways to work with staff and build the leadership capability of the next level of the organization. Used self-assessments, 360 Assessments and Emotional Intelligence tools to compliment the business analysis work. Worked in three countries with significant cultural differences
- For a State Agency Chief Information Officer (and seven information technology managers) consulted in an ongoing two year capacity to develop leaders and create a culture of accountability during a mandated statewide technology implementation Helped them to:
- Clearly articulate a vision and new roles within the organization
- Create and implement a model for shared leadership with clearly defined operating principles and outcomes
- Establish regular monthly participative meetings which resulted in improved employee retention in a previously high turnover environment
- Develop a transition plan, competency assessment and opportunity for training evaluation which included the participation of all employees
- Increase the confidence of customers and employees in the quality and efficiency of the services delivered
- Over a two year period provided leadership development and conflict resolution work with Washington State Department of Revenue
- Designed and delivered Leadership workshops for the Center for Creative Leadership and for corporations, non-profits and government agencies in:
- Personal reflection and skill development of high performing leaders. Assessed the skill set that positioned someone for a leadership role and the requirements of their role for understanding themselves and understanding the breadth and depth of the responsibility they had undertaken. Evaluated the management/leadership dilemma and identified clear roles and tasks in each capability
- Building change management competence
- Organization restructuring: to assist the division, group or team in meeting the strategic and organization goals. Requiring the transition of people to different roles and perhaps other parts of the organization or out of the organization
- Presented at many Associations and professional conferences on the nature of managing and leading and the differences each requires of an individual and team
- Charting and launching leadership teams, managing and supporting teams; developing high-performance teams; negotiating and mediating; group dynamics and the practical approaches to team effectiveness
- Designed over 200 Retreats for Leadership Teams in developing:
- Vision, Mission, Values and Long Term Strategy Evaluating team dynamics, improving communication and cross group collaboration
- Introduced learning that built team leadership and cohesion
- Examples: Designed and facilitated Retreats with DOP, DOP HRISD, Attorney General’s Office and Administrator of the Courts for Washington State and federally, the Federal Aviation Administration, The Surgeon General of the Army, and Environmental Protection Agency
- Over a three year time frame facilitated a global team at Microsoft. Consulting included:
- Developing Chartering for the Extended Leadership Team
- Developing Core Purpose, Strategy, Values and Behaviors
- Yearly business planning
- Work with extended cross team members to design the business plan and drive reviews and business results
- Developing their leadership capacity individually and as a team through assessment, coaching and effective leadership feedback tools