CHANGE MANAGEMENT
INITIATING CHANGE MANAGEMENT METHODS, TRAINING, & REMOVING CHANGE BIAS
M&A SITE CLOSING & TRANSFER
Engaging impacted associates and gaining buy-in.
As the Training Czar for a massive site shutdown and transfer project, I oversaw the creation and migration of the entire training and OD program From Camarillo, CA. to the Frederick, MD Site. The project migration plan for training was based on implementing the critical skills and talent management processes along with theory-based andragogy of adult learning practices. This approach resulted in 100% on-time skill readiness for the go-live of the new site and continuous development and retention of talent required for the project.
ORGANIZATIONAL DEVELOPMENT
I love variety, that is why I can handle multiple types of projects and interventions.
NEW LEADER ASSIMILATIONS
Having a new leader take over an established team is always a tricky process. I have worked with multiple teams and leaders to help ease the transition and decrease the time it takes to reach high performance.
HI-PO ASSESSMENTS
Using qualitative data and psychometric evaluations combined with other assessments I have worked with many departments and CXO’s to determine skill set and advancement potential for high-performance candidates and then coach and mentor the candidates for success.
EMPLOYEE ENGAGEMENT AND RETENTION
The changing dynamics of the new workforce coupled with record low unemployment has created a perfect storm for organizations when it comes to finding and retaining associates that the skill, will, and ability needed. I have conducted multiple in-depth studies to help organizations identify and correct deficient areas.
CREATIVE PROBLEM SOLVING
My experience in Lean, Six-Sigma, Kepner-Tregoe, and Baldridge problem solving coupled with I/O psychology approaches has helped multiple teams with identifying root cause issues in process or behaviors and then put interventions in place to overcome those issues.
WORKFORCE & TALENT MANAGEMENT
When it comes to talent, organizations have two choices: They can grow it, or they can buy it.
I understand how investing in people not only meets the immediate need for talent but grows talent for the long term. It also builds engagement and commitment to the company from the associate. That’s why I took on some big projects that would continue to drive the talent pipeline and build a team for tomorrow.
DEEP PROGRAM
Duel Education and Employment Program to develop the technical skill sets of the existing workforce. The DEEP Program was a multi-faceted training and education program designed to engage, develop, and retain technical workforce, conducted in partnership with Ivy Tech and NIMS
MAINTENANCE TECH TRAINNG PROGRAM
A skills assessment of the manufacturing facility revealed a distinct gap in common skills and qualified trade skills among the Maintenance Techs. Additionally, the site was experiencing high turnover rates among the technical which put the manufacturing facility at risk of a total shut down. By partnering with outside vendors and Ivy Tech we were able to create a comprehensive training program that ensured the site had the talent it needed and that we could retain the newly skilled technicians
RAMP
Supporting grant-funded Indiana Workforce development initiative for underemployed workers. This program focused on hiring external workers and building the skills of our internal workforce. This program provided an opportunity to engage and hire recent graduates from the program to build bench strength and knowledge of our front-line manufacturing workers (Partnership with Indiana Workforce Development Council)
CDL DRIVER PROGRAM
The organization was experiencing severe CDL shortages which were impacting production and materials delivery. By partnering with Vincennes University and creating a CDL Driver Program we were able to recruit existing associates into the program and eliminated the driver shortage.