Leadership
My Ph.D. is in Leadership Studies. I have applied my training to developing a compendium of leadership development courses, online leadership sessions, and coaching curriculum materials. After conducting a literature review of 20+ articles pertaining to the attributes of top-tier, future-driven leadership development programs, the following themes emerged regarding best practices.
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Needs assessment should occur first via surveys, interviews, focus groups, and observation.
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Gap Analysis should be conducted to determine where the organization is and outline future goals.
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Commitment should occur from senior-level support to the corporate strategy, organizational mission, and cultural learning.
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Meaningful metrics from paper-and-pencil assessments.
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360-degree feedback from the perspective of relevant viewpoints.
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Executive coaching and other types of coaching are often employed and applied to real-life situations.
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Mentoring and professional development pertaining to team dynamics, systems thinking, communication skills, cross-functional projects, globalization, strength discovery, critical thinking, cross-cultural communication, etc.
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Emotional Intelligence development, which helps individuals become more sensitive and understanding to manage emotions and impulses.
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Innovation through greater agility and more experimentation.
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Leadership Diversity development pertaining to discovering implicit bias.
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Vertical development that builds employees' leadership capacity in more-complex roles.
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70-20-10 framework should be considered.
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Professional Action Plans and ongoing reflection.
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Succession Planning should be considered.
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Design Thinking promotes success, and involves: empathize, define, ideate, prototype and test.
Leadership Consulting
I was trained in Process Consulting by the Center for Organizational Reform. COR assists individuals and groups to achieve resilience and a greater capacity to address complex challenges. COR supports those who lead and serve others through consulting, teaching, research, and product development.
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Participated in doctoral internship program and was formally trained in the skills of facilitation and process consultation.
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Worked with requesting organizations in the Pacific Northwest to increase effectiveness, health, and accountability by administering Organizational Cultural Assessments based on Schein’s work.
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Provided toxic handling, conflict resolution, “professional helping,” and "technical assistance" to organizations going through trauma and rapid change.
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Completed COR Leadership Development Training, which included Enneagram and MBTI.
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Strengthened organizations by helping them increase productivity and improve the quality of relationships, services, and products.
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Worked with organizations - including businesses, nonprofits, and educational institutions to effectively develop standards and measure progress aligned with organizational objectives.
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Developed and used meeting assessment tool to audit meetings and improve communication.
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Tracked data and presented statistical feedback to stakeholders.
Mentorship
National Urban Alliance for Effective Education 2007 – 2009
Syosset, NY | Instructional Coach
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Instructionally implemented instructor led training for large group (500 people) and small group (25 people) training for various audiences (Instructor Led Learning).
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Facilitated Professional Development strategies and collected data in WMEP Minnesota Project in accordance ADDIE model and reflective feedback model.
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Trained in intentional instructional practices aimed toward mediation and mastery in closing achievement gap for all students.
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Collected data during evaluative performance management processes, used as a form of evaluation for teacher improvement and district systemization.