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I manage learning programs from start to finish, with clear roles, milestones, and measures of success. I connect programs to related initiatives and use a flexible, global approach that accommodates regional needs, multiple languages, and diverse delivery methods. Ongoing measurement helps me improve programs while maintaining consistency and scale.
Building a leadership program starts with one question: What do these leaders need to do differently?
From there, I choose frameworks based on the audience, situation, and skills leaders need to build. Some shape how leaders lead, others support change, build self-awareness, or measure results. I rely most on Kotter and ADKAR for leading change and Kirkpatrick for measuring impact. The rest of my toolkit is organized by what each framework helps leaders develop.
Foundational Leadership Models
Servant
Leader as Coach
Situational
Transformational
Adaptive
Capability & Change Frameworks
Korn Ferry Leadership Architect
Lominger Competencies
Kotter’s 8-Step Model
ADKAR
Psychological, Behavioral & Self-Awareness
SCARF
Growth Mindset
DISC
StrengthsFinder
MBTI
Measurement & Performance
Kirkpatrick’s Model
Nine-Box Talent Grid
Leadership Pipeline
360 Feedback
Balanced Scorecard/OKR
Explore the leadership programs I've designed and launched.
The best succession plans start before a leadership role opens.
I design aspiring leader programs that prepare future leaders, strengthen succession pipelines, increase internal promotions, and reduce external hiring costs. Programs evolve as business and leadership needs change.
Program Highlights:
360-degree assessments with individual coaching
Team projects that solve real business challenges
Presentation and communication skill development
Cross-functional experience that builds business knowledge
Clear and transparent selection criteria
Leadership Audience
Aspiring | Frontline | Middle | Senior | Executive
I design Leadership Excellence programs for frontline, middle, and senior leaders, tailored to the challenges they face at each level. Programs build skills in communication, strategy, coaching, collaboration, conflict resolution, and leading change. The results include 26% faster leadership hiring, 38% faster time to productivity, and $32K saved per leader hire.
Program Components:
Leadership Foundations & Transitions
Strategy & Organizational Alignment
Performance & Coaching
Communication & Influence
Team Cohesion & Collaboration
Change & Resilience
Leadership Audience
Aspiring | Frontline | Middle | Senior | Executive
Senior leaders need to think beyond their function and lead across the business.
I design programs for senior managers and above that strengthen strategic thinking, business knowledge, decision-making, and cross-functional leadership, preparing leaders for broader roles and enterprise priorities.
Program Highlights:
Aligns development with changing business priorities
Builds relationships and networks across the organization
Combines 360-degree feedback, executive coaching, and action planning
Includes executive presentations and peer learning
Uses MBTI with personalized coaching
Simulates real-world board and business challenges
Partners with program alumni to develop future leaders
Uses clear and transparent selection criteria
Leadership Audience
Aspiring | Frontline | Middle | Senior | Executive
A new executive’s first 90 days can shape their long-term success.
I design executive onboarding programs that help senior leaders quickly understand the business and decide where to focus. Leaders assess the market and competition, then evaluate strategy, financial performance, and operations using the STARS and TOWS frameworks. The program closes with the Denison Model to help leaders understand the company culture and define how they will lead within it.
Leadership Audience
Aspiring | Frontline | Middle | Senior | Executive
Coaching works best when it’s focused on real leadership challenges.
I design coaching programs for executives and senior leaders that build self-awareness, improve decision-making, and strengthen their impact across the business. Programs combine 360-degree feedback, executive debriefs, development plans tied to business priorities, and individual or team coaching.
Leadership Audience
Aspiring | Frontline | Middle | Senior | Executive
I also design programs for specialized teams, including customer-facing and technical roles.
Customer loyalty is built one interaction at a time.
I design Customer Connections programs that help customer-facing teams build trust, show empathy, and consistently deliver better customer experiences that strengthen loyalty and retention.
Introduces the basics of great customer service and how frontline employees shape the customer experience.
Builds empathy skills that help employees create stronger customer relationships and show genuine care.
Explores a clear process for resolving service problems, rebuilding trust, and strengthening customer loyalty.
Introduces practical ways to exceed customer expectations and create memorable experiences.
Shows managers how to model, coach, and reinforce great service behaviors so they continue over time.
Technical skills drive innovation, but training needs to scale with the business.
I design role-based technical training across cloud technologies, software systems, and digital transformation, using three levels: basic, intermediate, and advanced.
I’ve built training and certification programs across a wide range of tools and platforms, organized below by category:
Configuration Management: Ansible, SaltStack, Chef, Puppet
Programming: Go, Python
Cloud & Virtualization: AWS, Google Cloud, OpenStack, VMware
Data & Processing: MongoDB, Redis, Hadoop
Business Applications: Salesforce, Cornerstone, SAP Litmos, Lattice, Intuit’s TurboTax
Monitoring & Delivery: New Relic, Scrum
These technical training programs have delivered measurable business results. Here’s the impact:
