Marti Russell

Email: abqns7@r.postjobfree.com

Address: **** **** ******

City: Seattle

State: WA

Zip: 98122

Country: USA

Phone: 206-***-****

Skill Level: Director

Salary Range: $180,000

Willing to Relocate

Primary Skills/Experience:

See Resume

Educational Background:

See Resume

Job History / Details:

MARGARET M. RUSSELL, M. ED. ("Marti")

1133 26th Avenue

Seattle, WA 98122

CELL: 206-***-****

EMAIL: abqns7@r.postjobfree.com

EMAIL: abqns7@r.postjobfree.com

TALENT & ORGANIZATIONAL DEVELOPMENT SENIOR LEADER

Customer-focused, results-oriented, and practical organizational development senior leader with

over eighteen years of corporate experience tying business goals to

workforce development strategies and processes.

RECENT EMPLOYMENT HISTORY AND EXPERIENCES

Senior Director, Organizational Effectiveness (Talent and Organizational Development);

Coinstar, Inc; Bellevue, WA; Sept. 2010 to Oct. 2012.

* Created and implemented the Talent Development strategy, structural framework, &

developmental resources to promote high-performance and provide career development

opportunities for all employees throughout the company.

* Built and led a team of Talent Development Managers and Trainers that successfully delivered

employee, management, and leadership development training experiences.

* Designed, developed and delivered a Top Talent Accelerated Development Program to reinforce

Coinstar's Executive Leadership Bench.

* Supported the administration and implementation of the following processes: Succession

Management, Top Talent Review, Employee Performance Reviews, and The Annual Employee

Engagement Survey & Action Planning.

RESULT: Coinstar now has an organization-wide development strategy, framework, and set of

tools to support the competency development for all its employees. This includes a sampling of core

management skill programs, as well as a program for high-potential leaders called Leadership Focus.

Senior Manager, Talent Development (Leadership & Organization Development);

T-Mobile USA; Bellevue, WA; Nov. 2005 - Sept. 2010.

* Aligned disparate resources and programs to create an enterprise-wide Leadership Development

strategy which included new competencies and multiple resources/processes for developing them.

* Led a team of Talent Development Consultants and Instructional Design Consultants who

collaboratively created and delivered competency-based development programs/ resources.

* Created and implemented career transition training programs for managers/ leaders: Moving

from Peer to Supervisor; T-Up Your Management Skills; Leadership Academy.

* Expanded high-performance competencies to include all employee levels, ultimately implementing

career development systems, processes, and tools.

RESULT: A robust Leadership & Employee Development strategy was fully implemented, including

developmental resources and experiences at all employee levels for all competencies. The successful

implementation of this strategy and its supporting processes translated into a more robust leadership

bench or pipeline as measured in subsequent annual Talent Review (Succession Management)

sessions, higher Employee Career Development participation levels (as measured by the number of

Individual Development Plans), and higher overall employee satisfaction levels around Career Growth

(as measured on the annual Employee Engagement Survey).

Senior Manager, Sales Performance & Training; Cingular Wireless (now AT&T Mobility);

Business Markets Group; Redmond, WA; Feb. 2005 - Nov. 2005

* Supported the merger of two wireless communication Sales organizations via organizational

development consulting and coaching actions such as facilitating strategic planning sessions,

developing the change management plan, coaching leaders and key stakeholders as they

implemented the change, facilitating or supervising others in the facilitation of multiple "Adapting

to Change" workshops.

* Worked with key leaders and high-performers in the creation of new Sales competencies which

drove the People Review portion of the merger, guiding retention/ placement decisions.

* Assisted in the development of People Development Plans- leveraging the new Sales

competencies and various developmental resources or assignments for improved performance.

RESULT: A large scale organizational restructuring initiative, which impacted 6,000 employees, was

successfully accomplished in 60 days. This restructuring initiative was implemented with minimum

disruption and garnered positive employee buy-in as measured by a confidential employee survey

post restructure. During this time, there was a zero decline in business results.

Manager, Corporate Leadership Development; AT&T Wireless (acquired by Cingular Wireless);

Redmond, WA; 2003 - 2005.

* Facilitated multiple Succession Management Sessions with senior executives to identify key, high-

potential Directors to participate in a six month Executive Development Program. (EDP)

* Created and facilitated the six month EDP, working with external universities and leadership

development consulting companies to create a multi-month development curriculum for high-

potential Directors.

* Implemented various leadership assessment instruments within the EDP, providing both group

and individual coaching on assessment results and guiding participants through follow-on

developmental planning.

RESULT: Improvements to the Succession Management process yielded higher quality talent

calibration conversations among leaders, and new tools introduced simplified the process for leaders

and were well received. Participants in the EDP were very satisfied with their developmental

experience and within four months, all had either received next level promotions or been given

additional enterprise-wide responsibilities with greater leadership visibility.

Senior Leadership Consultant, Corporate Learning & Performance; SAFECO Insurance &

Financial Services Corp. (now Liberty Mutual Insurance); Seattle, WA; 1998 - 2003.

* Served as the primary organizational development consultant to the Call Center Executive

Team. During the three year implementation of five national Claims Call Centers, I created

and facilitated the change management plans that accompanied each Call Center launch,

assisted in hiring decisions for the individual Call Centers, supported the Call Center Leaders

in creating servant leadership cultures within each site, facilitated group and individual

leadership development sessions, and coached the leaders as they provided training to their

employees.

* Provided leadership coaching and facilitation support during the strategic restructuring of the

Claims Department, helping to better align people process to business imperatives.

* Worked with a team of Claims leaders and high-performers in the creation of Claims Core

Competencies and Key Performance Indicators, which were implemented within the Quarterly

Claims Performance Review & Development Initiative.

RESULT: Strategic and talent restructuring changes were successfully crafted & implemented

resulting in an increase in cost-efficiency of approximately 8% in this area. Claims not only met its

budget goals during this time, but was able to 'give back' money to the organization at the EOY.

DETAILED EMPLOYMENT HISTORY

Organizational Effectiveness (Talent and Organizational Development), Senior

Director; Coinstar, Inc; Bellevue, WA; Sept. 2010 to Oct. 2012.

Talent Development (Leadership & Organization Development), Senior Manager;

T-Mobile USA; Bellevue, WA; Nov. 2005 - Sept. 2010.

Sales Performance & Training, Senior Manager; Cingular Wireless (now AT&T Mobility);

Business Markets Group; Redmond, WA; Feb. 2005 - Nov. 2005.

Corporate Leadership Development, Manager; AT&T Wireless (acquired by Cingular

Wireless ); Redmond, WA; 2003 - Feb. 2005.

Corporate Learning & Performance, Senior Leadership Consultant; SAFECO Insurance

& Financial Services Corp. (now Liberty Mutual Insurance); Seattle, WA; 1998 - 2003.

Leadership Coach & Consultant; Wild Horses Consulting; Seattle WA; 1997 - 1998.

Regional Training Manager; Telecommunications, Inc. (now Comcast); Bellevue, WA;

1992 - 1997.

Learning & Organizational Development Consultant; mmr consulting; Seattle, WA; 1986

- 1992.

EDUCATION

* Leadership Institute of Seattle (LIOS); Seattle, WA Continuing Education

"Tough Stuff"- facilitated by LIOS Staff; "Leadership Coaching with Head & Heart" -

facilitated by Mary Beth O'Neil; "Flawless Consulting" - facilitated by Peter Block

* Seattle Pacific University; Seattle, WA Master's in Adult Education / Adult Psychology

* University of Oregon; Eugene, OR Bachelor of Science in Education

PROFESSIONAL AFFILIATIONS

* International Society for Performance Improvement - national membership

* Organizational Development Network - national membership

CERTIFICATIONS

* Development Dimensions International, certified trainer & consultant

* Achieve Global, certified trainer

* Personnel Decisions International, certified to deliver & provide feedback on Profilor, a

360 assessment instrument

* Center for Creative Leadership, certified to deliver & provide feedback on various

assessment instruments including Benchmarks 360

* Lominger Suite of Assessment Tools, administrator, trainer, & consultant for a wide

variety of Lominger tools, including Voices 360 Assessment, Choices Career Assessment,

Learning Agility Assessment, Cultributes Organizational Assessment, etc.

* Myers-Briggs Type Indicator, certified trainer & performance consultant

* Selecting Winners (Behavior Based Recruiting / Interviewing / Hiring), trainer &

consultant

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