Management Executive
Resume:
PARTNER
North Park Consulting / Austin, TX / **** – Present
Trusted advisor to executives and elected/appointed officials. Recognized for providing innovative and pragmatic transformation solutions to leaders navigating disruption and change in agile environments. Builder of human-centered talent ecosystems, emphasizing employee experience and continuous learning and development.
• Talent and culture advisor; design and deliver contextualized solutions for clients on employee life cycle phases – attraction, recruitment, onboarding, development, retention, separation; problem-framer through data-driven research on talent gaps; problem-solver through enabling appropriate organizational levers and accessible technological tools; map talent to business value; lead performance progress though growth mindset culture, engage and reinforce desired behaviors and practices.
• Leads enterprise transformation for agency with $4 billion in tax collection responsibility – organizational assessments gathering quantitative and qualitative data, operational efficiency and effectiveness projects, organizational culture initiatives; spearheaded agency turnaround after major crisis and negative media scrutiny; made data-driven recommendations to chief policy-making branch of regional government, conducted structured problem-solving, and managed execution of solutions
• Partners with clients to drive diversity, equity, and inclusion; bolstered over
$23 million spent by government entity on historically underutilized businesses (a 16.4% annual increase) through program assessment, evidence-based decision-making, strategic stakeholder engagement, spend analyses, and enhanced communications
• Aligns organizations to function optimally; completed total organizational alignment for client agency with a $2 billion annual procurement responsibility by developing agency vision, mission, guiding principles, objectives, key results, learning and development opportunities, and reporting structure synced with staff performance management
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DOCTORAL CANDIDATE,
ORGANIZATIONAL CHANGE &
LEADERSHIP
University of Southern California
Rossier School of Education
Los Angeles, CA
BACHELOR OF ARTS,
ECONOMICS
George Washington University,
Washington, D.C
BUSINESS PROCESS DESIGN FOR
STRATEGIC MANAGEMENT
MIT
Sloan School of Management
Cambridge, MA
STRATEGIC CHANGE
MANAGEMENT
Northwestern University
Kellogg School of Management
Evanston, IL
PROJECT MANAGEMENT
Georgetown University
Washington, D.C
E D U C A T I O N
P R O F E S S I O N A L P R O F I L E
STEPHEN G.P. BLAKE
C O N T A C T
E X P E R I E N C E
Catalyzing leader with over 15 years of experience in organizational effectiveness, talent management, change management, and leadership development. Executive partner aligning organizational capabilities, culture, talent, and structure to deliver optimal business value. Driver of systemic and lasting organizational transformation through strategic impact on each phase of the employee life cycle. Motivational presenter and coach empowering individuals and teams through authenticity and empathy.
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Business Strategy
Communications
Corporate Learning and
Development
Employee Engagement
Executive Coaching
Organizational Alignment and
Effectiveness
Organizational Change
Management
Organizational Culture
Organizational Leadership
Performance Management
Process Improvement
Program Management
Public Speaking and Facilitation
Research-based Problem
Solving
Keynote Speaker/Panelist
Central Texas Small Business
Partnership Conference
Speaker/Moderator
Travis County Bond Projects
Forum
Keynote Speaker/Presenter
Travis County HR Development
STEPHEN G.P. BLAKE
K E Y S K I L L S E X P E R I E N C E - C O N T I N U E D - DOCTORAL CANDIDATE / RESEARCHER
University of Southern California
Rossier School of Education / Los Angeles, CA / Present
• Research focus on the organizational optimization of human talent in an era of rapid digital transformation
• Investigate the application of Implicit Person Theory (IPT) on human capital management; the influence of incremental IPT (growth mindset) and entity IPT (fixed mindset) on leadership and management
• Examine talent management in the digital and post-COVID era – employer branding/value proposition, employee experience, leadership capacities
• Explore the widening soft skills gap (increasingly unmet employer demand for human/soft skills in the advent of artificial intelligence and machine learning) in the U.S workforce and the role of employers to equip workers with the required and desired 21st-century skills
CONSULTANT
GTS / Phoenix, AZ / 2013 – 2017
• Conducted in-person and virtual technical training on new technology applications for global and national companies; leveraged training to transfer and change management best practices to drive digital adoption and maturity
• Positioned people rather than technology as the true catalysts of digital transformation; facilitated engaging workshops for large group, small group, and one-on-one training sessions; served as bridge between IT specialists and non-technical end-users; addressed pain points, resistance, and adoption hurdles by empathizing with initial adverse reactions, engaging the value-added features of the new technology, and mobilizing change champions
• Advised instructional design process; consulted with implementation partners and clients in training needs analyses to determine functional business goals, technology specifications, learning outcomes, and gaps; participated in the iterative training designs, deployments, and evaluations
• Led post go-live end-user support; managed stakeholder communications, tracked best practices and lessons learned
INDEPENDENT CONSULTANT
Washington D.C / 2003 – 2013
• Transformed organizations to support business strategies, including changing culture, redesigning organizational structure, and executing change management actions
• Deliverables included developing needs assessments, strategic plans and frameworks for communications and change management activities
• Coordinated, hosted, and facilitated strategic workshops for internal and external stakeholders
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