SUMMARY

• As an accomplished Organizational Change Manager, I am a passionate and insightful change enabler/facilitator of practical solutions, practices, and relationships affecting the human side of change and sustaining a positive results - oriented work environment and culture.
• Utilizing knowledge and skills in the areas of change management, organizational development, leadership effectiveness, human capital management, and strategic communication; the focus of my work is in developing and employing strategies and practices that drive the effective adoption of change in business processes, technology, organizational culture and leadership.
• Throughout my career, I have served as a strategic partner and consultant with a wide variety of private/public sector organizations providing support to leaders as they address emerging organizational change challenges and build organizational effectiveness strategies, practices and leadership capabilities.

PROFESSIONAL EXPERIENCE

Confidential

Organization Change Manager

Responsibilities:

• Defining, developing and implementing a change adoption strategy that provides an overall framework for selecting, managing, and coordinating communication and training activities that will introduce our project teams and staffs to our Agile Software Development Approach (ASDA) SDLC bringing them from initial levels of awareness and understanding, to adoption of the methodology and its accompanying process implementation.
• Managing the dissemination of the Agile system development process to project teams to include training and skill development, measuring and reporting Agile process understanding, process improvement, and messaging penetration
• Conducting periodic reviews and assessments of team awareness of project policies, standards, procedures, and Scrum retrospectives
• Aiding in conducting and documenting stakeholder analyses to shape communications regarding change acceptance and adoption
• Collaborating in the design and development of training and developmental material related to changed processes and practices
• Identifying change impact on personnel conducting business processes and leading the creation of change impact mitigation strategies and activities
• Creating, developing and facilitating organizational effectiveness interventions that build change leadership capability, drive sustainable transformative change, create high-performing teams, and ultimately accelerate the accomplishment of desired business results

Confidential

Organization Change Manager

Responsibilities:

• Developed, implemented, and evaluated organizational change management strategies/solutions and provided subject matter expertise with NVSR Senior executives, management, and the Election Directors representing 24 separate Local Boards across the state.
• Developed and lead a set of actionable and targeted organizational change management plans including stakeholder analysis, stakeholder management, strategic communication plan, user acceptance training plan, and leadership coaching plan
• Crafted, managed and directed organizational change management activities through the planning, analysis, design, implementation and transition project management phases.
• Developed, coordinated, and implemented NVSR internal strategic communications via the Communications Plan
• Coached project managers and NVSR senior management to sustain change management strategies and practices throughout the project
• Created and managed measurement systems to track adoption, utilization and proficiency of organization-wide changes.
• Identified resistance and performance gaps, and collaborated with senior executives to develop and implement corrective actions
• Served as facilitator and an active, visible organizational change management coach to project Subject Matter Experts (SMEs), Senior executives, Project managers, and key stakeholders
• Provided leadership, mentoring, and direction to project managers and other key NVSR leaders toward achieving communications objectives and attained buy-in for successful implementation of strategic and tactical initiatives
• Collaborated with Senior executives and key stakeholders to develop and implement effective communications activities in support of projects and initiatives

Confidential

Project Manager

Responsibilities:

• Identified key stakeholders across proposed new organization
• Assessed their relationship to each other and their alignment to the new organizational strategy
• Created representative functional team to determine appropriate job roles, descriptions and responsibilities.
• Managed project activity schedule and analyst’s deliverables per established project management standards and practices.

Confidential

Project Support Manager

Responsibilities:

• Assessed current required skill development curriculum and training requirements
• Recommended additional courses and action learning experiences included in a curriculum aligned with the program and organizational objectives
• Created a new training curriculum program designed to enhance the leadership skills of the Field Project Managers, Supervisors and Team Leads. The training curriculum, based in action learning theory, emphasized the various skill practices, facilitating group problem solving discussions, and organizational networking.

Confidential

Associate

Responsibilities:

• Provided expertise in consulting and facilitation services to support the organizational transformation
• Developed, designed and facilitated strategic planning sessions to set the strategic direction by identifying and documenting overarching vision, mission, goals and objectives via an Appreciative Inquiry and strength-based approach. In addition; these strategic sessions included defining common integration points between the disparate key stakeholder groups and leveraging existing implementation plans and supporting documents (i.e., org charts, goals and objectives)
• Facilitated the designing and establishing of the new organizational structure, name, culture and operating model via strategic planning sessions with organizational leadership and cross-functional subject matter experts and key stakeholders
• Led and emphasized collaboration between the disparate organizations; while facilitating the integration of the new leadership team and workforce; enhancing clarity of direction and achieving buy-in
• Provided thorough change management consultation and services based on the momentum and direction developed from the strategic planning processes initiated earlier
• Outlined Change Management/Transition Plan; creating a “Change Roadmap” that defined the change management activities required to transform the organization and workforce from current to new functions and roles
• Led leadership team in the creation of a Transformation Implementation Plan designed for optimizing the probability of ensuring seamless integration of the disparate functions into the newly transformed organization
• Identified various roles and responsibilities that defined new/changed roles to support the transformed structure
• Established a Change Acceleration Network (CAN), comprised of mangers and key change champions from across the enterprise to lead and facilitate change activities in their respective components
• Prepared “high-level” Communications Plan that detailed the strategy for informing and engaging employees and stakeholders
• Initiated Business Operations Plan that outlined the development of operational processes that needed to operate the transformed organization based on the strategic determination of goals and objectives
• Provided leadership coaching support to prepare new leadership team for the transformation effort and reinforce the competencies and behaviors required to lead the workforce through the transformation