Experience & Qualifications
Qualifications
• Master’s Degree, Industrial & Labor Relations, Cornell University, 1977
• Bachelor’s Degree, Psychology, St. Lawrence
University, 1975
• Advanced
Human Resources Executive Program, University of
Michigan, 1992
• Certified Management Consultant (www.imcusa.org)
•
Qualified in Myers Briggs (MBTI) (www.aptcentral.org)
•
Advanced Certification in The Birkman Method (www.birkman.com)
•
Graduate of Corporate Coach University (www.ccui.com)
•
Certified Facilitator for FISH! (www.fishphilosophy.com)
Professional Associations & Affiliations
• The Professional Group, President in 2005, www.tpghouston.com
• Institute of Management Consultants, www.imchouston.org
• American Society for Training & Development, www.astdhouston.org
• HR Houston, www.hrhouston.org
• International Coach Federation, www.coachfederation.com
• Houston Coaching Network, www.houstoncoaches.com
• Houston Organizational Development Network, www.hodn.org
Speaking & Presentation Experience
• “Using Assessments to Customize Development Plans”, ASTD Conference 9/2006
• “The Leadership Pipeline” ASTD Symposium, 12/2005
• “A Seat at the Table – The New Human Resources”, Lorman Education Services, 10/2005
• “How to Hire a Management Consultant and Get the Results You Expect”, HR Houston, 6/2005
• “Coaching as a Tool for Leadership Development”, HR Houston Symposium, 4/2005
• “Developing Personal Vision”, Women’s Council of Realtors, 2/2005
• “How to Avoid Feeling Trapped in Your Job: Career Management for Life”, APMP, 6/2004
• “The Value of Coaching”, HR Houston, 6/2004
• “Using a Coaching Approach to Improving Group Performance”, various
• “MBTI-Based Teambuilding Workshop”, various
• “Birkman-Based Teambuilding Workshop”, various
• “Transition to Management & Developing Leadership Style”, Society of Women Engineers
• “What is Coaching and How Do you Use It?” BAHRMA
Project Samples
Leadership Development
Talent Management
Organizational Performance
Career Coaching
Leadership Development back to project samples
Assessing Leaders • Coaching Leaders • Developing Leaders & Teams
Insurance Companies – 1) Coached a minority female first-line manager to improved performance in prioritization, delegation and goal setting. Used MBTI Step II, FIRO-B, Leadership Report and Compass 360o feedback assessments. Also did MBTI with the client’s manager and facilitated several sessions with them both to improve their working relationship. 2) For a different insurance company, engaged to coach an executive in improving people leadership skills. Used Birkman and 360o instrument.
Land Development Company – Engaged by the Chairman of the Board to coach the President to improve his relationship with and presentations to the Board members. Used Birkman assessments with the Chairman, the President and the President’s direct reports to identify and address work style issues.
International Chemical Marketing Company – Designed and implemented a Performance Management Process for the company. Also coached the President to improve his interpersonal and leadership skills. Used the Birkman with the President and his direct reports to increase understanding of interpersonal dynamics.
Consulting firm – Conducted team building using MBTI Step II, facilitated vision, goal and role definition offsite.
Law firm – Engaged to coach one of the partners in leadership and interpersonal skills. Used Birkman, Myers Briggs and 360 degree feedback.
Private school – Conducted Birkman assessments of administrative staff, provided group, individual and comparative feedback. Designed and facilitated strategic planning and teambuilding offsite. Was invited back two years later to do the same Birkman assessments and feedback for all new staff members.
Hospital – Conducted Myers-Briggs Step II assessments of executive council of hospital, followed by an off-site teambuilding retreat. Returned to do same for next level of management (through directors). Subsequently engaged to do executive coaching with CFO.
Outpatient Surgical Clinic – Engaged to coach the manager of an outpatient surgical clinic on interpersonal skills and sensitivity to diversity issues. The original engagement was for 2 months, but it expanded into MBTI based team building for the management team. Two years later, was retained to coach two managing nurses for the facility and conduct further team building sessions.
Manufacturing company – Engaged to coach 3 first-line supervisors in management skills, as well as the plant manager to whom they report.
Telecom Company – Engaged to coach 3 first-line supervisors in management skills, as well as the plant manager to whom they reported. Invited back to coach five additional managers and supervisors in two plant locations.
Energy Company – Coached a Director for 3 months to assist her in applying what she had learned in a one-week CCL workshop back on the job. Coached her through the development and execution of action plans in key areas.
Local Auto Dealership Chain – Designed and conducted Birkman based Teambuilding Sessions for the IT Department.
Individual – Retained by an individual previously coached through career transition to be his long-term coach for assimilation, career advancement and leadership skills development.
Individual – Engaged by an individual who was a new Associate Director in a non-profit to coach her through assimilation and assist her in developing action plans to tackle key issues on the job. Used the MBTI Step II and FIRO-B assessments and Leadership Report.
Individual – Engaged to coach a minority female business owner with adult ADD through implementing her long-term strategic goals.
Drilling Company – Coached Sr. VP HR and VP IT as part of overall Birkman based leadership development project for the company’s executive leadership.
Oil Field Equipment Manufacturing – 1) Coached VP Engineering, VP Operations and Director of HR as part of overall 
Birkman based leadership development project for the companies high potential leaders. 2) Coached the President, COO and VP Business Development individually and as a leadership team.
Engineering Services Company – Engaged to coach the president of the Houston-based business unit of an international company. The initial engagement expanded to include designing and facilitating a strategic planning offsite for the client plus all of his leadership team.
Non-Profit Agency – Coached VP to improve her assertiveness with subordinates.
Pipeline Company – Coached Chief Compliance Officer/Senior Counsel to improve her internal consulting skills with line management and her business acumen
Talent Management back to project samples
Selecting Talent • Career Development • Retaining Talent • Succession Planning
Oil Field Servicing Company – Consulted on the project plan for designing and rolling out an Employee Development and Succession Plan. Was part of a consulting team working with the VP HR.
Group of Women Managers from Energy Company – A group of individuals currently employed engaged me to conduct a one-day offsite meeting for them on Taking Charge of Your Own Career.
Houston Cellular Telephone Company – As the Vice President of HR and Employee Development, designed the company’s career development program, advised the President on the creation of executive development plans, designed a competency based succession planning program, and developed retention packages during a merger.
Exxon Company USA – Coordinated the Executive and Management Development Plans (including succession plans) for all functions in Exxon Company USA for 3 years. Worked closely with the President and Management Committee, both collectively and individually. Also coordinated the Executive Compensation Program at the same time.
Major Oil Company – assisted internal Training/Development staff in designing changes to the executive leadership development curriculum and defining the competencies addressed at each level.
Organizational Performance back to project samples
Assessing Organizations • Executing Strategy • Managing Change
Funeral and cemetery company – Served as HR representative on a corporate-wide reengineering and systems integration project for 9 months. Developed strategy for upgrading the Human Resources function and participated on a team that selected an outsourced vendor for payroll administration and an integrated HRIS system. Also designed and implemented the A Day in the Life program to get corporate office employees out to the field for visits, thus improving their understanding of the core business.
Pipeline Company – Interviewed executives and managers to assess the organization’s readiness for a new business strategy being rolled in response to pipeline deregulation. Worked with other consultants to consolidate the input from interviews and focus groups, and prepare an executive summary presentation. Provided input for resulting communication plan.
University – Designed and facilitated strategic planning and visioning offsite for HR department management team. Asked to return for follow-up planning every 6 months.
Petrochemical Company – Interviewed executives and managers regarding the implementation of a “performance culture” to replace the Japanese seniority culture in place. Consolidated input from interviews and worked with other consultants to develop a feedback strategy to management.
Major Oil Company – Served on a team of consultants that facilitated input sessions on SAP process designs and implementation plans.
Houston Cellular Telephone Company – Led internal cross-functional team to improve inter-departmental communication and employee capability to satisfy external customers. Chartered a process improvement steering committee, which resulted in a full-blown organizational reengineering, which in turn contributed to HCTC being one of the highest performing wireless markets in the country. Managed Centers of Excellence for the entire company. Implemented quarterly employee survey based on First, Break All the Rules to improve the culture.
Direct Marketing Company – recommended changes to the design and reporting of the internal HR department based on numerous interviews of executives, HR staff members and focus groups and based on best practices for HR organizations.
Career Coaching back to project samples
Voluntary & Involuntary Career Changes • Students Selecting Careers
Individual from Enron to FERC
Individual from commercial pilot to residential construction manager
Individual from major consulting firm to corporate IT
Individual from insurance company CFO to owner of ice cream franchises
Numerous individuals through career transition job searches (voluntary and involuntary) in similar positions/industries
Numerous students through career and college major selections using MBTI, Strong Interest Inventory and/or Birkman