Proven outcomes from recent engagements.
At a medical device company, I introduced an Accountability Chart paired with the GWC/LMA framework. This created clear role ownership, streamlined communication, and eliminated overlapping responsibilities. Teams began making faster decisions with improved confidence in leadership alignment.
While supporting a scaling Fintech startup, I designed and facilitated values workshops to codify culture during a high-growth phase. By embedding People Analyzer cadences into quarterly reviews, leaders gained a structured way to reinforce behaviors. This stabilized morale and reduced cultural drift even as headcount grew rapidly.
I overhauled a company’s hiring process by implementing a dual candidate funnel of referrals and direct outreach. Structured interview guides and scorecards ensured every hire was evaluated consistently. The organization quickly saw stronger candidate pipelines and better hiring decisions.
Through a series of 1:1 sessions with a senior manager, I applied the LMA (Lead, Manage, Accountability) model to identify growth opportunities. Together, we built strategies for delegation, trust-building, and time management. The manager became more confident in empowering their team while sustaining high performance.
I redesigned a fragmented onboarding process at a growing startup to accelerate employee ramp-up. The new program blended digital resources, culture immersion, and clear 30-60-90 day plans. New hires quickly integrated into their teams with clarity on expectations and purpose.
At a growing startup, I created a simple yet competitive compensation model with clear bonus structures. Employees gained visibility into how their work directly impacted performance metrics and rewards. Leadership appreciated a scalable system that was easy to communicate and manage.
During a company-wide technology migration at a Non-Profit, I supported leaders in building communication and trust. Using change management principles, we created a cadence of updates, feedback loops, and leadership check-ins. Employees felt informed and supported, reducing resistance to the new systems.
I partnered with executives to realign reporting structures and decision-making at a mid-sized firm. By clarifying authority levels and flattening unnecessary hierarchy, collaboration and speed improved. The redesign was paired with leadership coaching to ensure sustainability.
