acwaa0@r.postjobfree.com

***** ******* ******* *** ***

Mill Creek, Washington, 98012

OBJECTIVE: Position in talent development, leadership, learning and organization development (OD), learning consultant, transfer of learning.

SUMMARY OF QUALIFICATIONS & WORK HISTORY

• 10+ years leadership and talent development.

• 10+ years organization development.

• 10+ years project and team management in highly collaborative environments.

• 15+ years research and analysis.

• Executive coaching.

• Successful application of communications, teambuilding, mediation, statistical analysis and mathematics.

• M.S. in Organizational Development and B.S. in Organizational Behavior.

• Certified in Birkman and Myers Briggs Type Inventory assessments.

• Experienced in systems dynamics - linking learning and OD analysis to strategic objectives that can be measured.

• Experienced in cultural diversity and global leadership (Australia, China, Germany, Italy, Indigenous cultures)

The Boeing Company / Altig International / Apple Appraisals

Leadership development specialist / consultant

• Improved return on investment through applied leadership development principles of learning transfer, on the job development, outcome based metrics, and curriculum delivery and design.

• Reduced costs and increased learning efficiency by designing and applying methods based approaches focused on learning on the job. Increased learning retention and application through the use of neuro-research (cognitive science as related to leadership development) principles into leadership development.

• Increased productivity -- saved money through use of qualitative and quantitative methodology and created learning and development approaches focused on experiences.

• Increased learning application through applied 1-1 interviewing along with survey development and application to specific leadership development initiatives and company strategic goals.

• Advanced creativity and innovation to sustainable culture change initiatives through the use of employee engagement, employee opinion surveys and employee experiences.

• Decreased the cost of learning while increasing impact of learning on RODI (return on development investment) by generating original approaches of evaluation to reinforce learning transfer theory and system dynamics including focus on linking cause-effect relationships between program objectives, business performance and leadership development (including talent management, succession plans), with special emphasis on learning transfer and intentional on the job learning experiences.

• Significantly decreased the cost of learning, exposed and took advantage of new opportunities through the design and development of an automated architecture for development/training metrics. The system integrates HR software systems with data gathering and then into complex graphics and reporting (Tableau). The system uses enterprise program architecture to automate and self-generate data systems for learning and development.

• Linked measurable ROI of leadership development to on-the-job behavior changes through the design and implementation of complex systems transfer of learning approaches for use in leadership development programs.

• Decreased costs of employee development through the link of on the job experiences to learning transfer.

• Improved performance management by adapting and applying electronic social networking tools to ROI analysis and team dynamics.

(CONTINUED) acwaa0@r.postjobfree.com

16212 Bothell Everett Hwy 117

Mill Creek, Washington, 98012

Organizational Development Consultant

• Improved individual and team efficiency and effectiveness by exposing and influencing behavior change, organizational strategy and structure alignment through people, process and reward system shifts. Created and designed complex system dynamic interventions using a wide range of tools and methodologies.

• Increased productivity by implementing change management with international teams through cross cultural exchanges and promotion of working relationships.

• Improved communication and collaboration by utilizing OD strategy models to re-align HR teams of generalists.

• Measurably improved efficiency by re-aligning strategy, structure, people, process and reward systems for teams/divisions.

• Decreased cycle time and overhead cost and increased revenue through resource management for an international team of representatives doing business as field customer agents. Researched, designed and deployed a new system architecture that customized the system of dispatch.

• Influenced organization culture through analysis, design and implementation of custom, culturally relevant and appropriate solutions.

Management

• Achieved sustainable productivity over time

• Built trust through relationship building

• Increased productivity through engagement, collaboration and a focus on individual development

EDUCATION & CREDENTIALS

• MS – Pepperdine University - Organizational Development

• BS – Seattle Pacific University - Organizational Behavior (graduation with honors)

• PhD candidate – Walden University - ABD - organization psychology

• Academy of Management participant and presenter of original research

• Society for Human Resource Development participant and presenter of original research

• Myers Briggs Type Indicator certified

• Birkman assessment certified

• Adjunct instructor for university courses

• Project management certificate from Vanderbilt University

• Waypoint (on the job development) Black Belt designation

• LEAN certificates

COMPUTER EXPERTISE

Proficiency in computer skills: Word, Excel, SPSS, Tableau, Metrics That Matter, Outlook, PowerPoint, Microsoft Project.

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