Leadership & Organizational Consultant
2005 – Current
In October 2005, Winnie started her own consulting business offering a wide range of services focused on leadership and organizational development.

Highlights to Date:
• HR Shared Services Transition Planning & Execution
o Executive Coaching
o Change Management
o Transition Planning
o Organizational Alignment
o Team Development & Alignment
o Communication Development & Execution
o Meeting Planning & Facilitation
o Tool Development
• Execute Leadership Development Programs
o Managed eight consecutive programs, to date
o Act as project manager and client liaison between Columbia Business School, executive lead and participants
o Guide and contribute to content design and development
o Worked with Columbia to create a customized 360 assessment linked in with performance scorecard
• Performance Management Tutorial
o Created two performance management tutorials; managers and employees
o Created content and worked with marketing department to design creative theme
o Developed communications for rollout
• Leadership Development Program Organizational Assessment
o Created and conducted interview process with top executives and sampling throughout organization
o Identified organizational and leadership issues
o Developed leadership development program high-level content based on assessment
o Created overall project plan for rollout, including RFP process
• Career Path & Competency Development
o Worked with executives to update organizational charts and career paths for entire company
o Updated job descriptions
o Developed several competency models: strategic, foundational and created technical competencies based on job descriptions
o Competencies linked to performance management process
• Project Management of Compliance Training Program
o Researched and vetted training vendor
o Developed and executed overall project plan
o Created communications plan
o Monitored plan throughout rollout

Bovis Lend Lease; Director of Learning & Development
2002 – 2005
Bovis Lend Lease is a $5 billion global leader in government, commercial, industrial and residential construction and project management with over 10,000 employees globally and 2,000 employees in the Americas. Recruited by former client to start-up a new Learning and Development function.
Overall Responsibilities:
▪ Direct report to Americas Head of HR with a matrix reporting line to the Global Head of Learning & Development
▪ National responsibility supporting 17 offices including the senior executive team
▪ Provided strategic leadership in the design, development and implementation of learning and development initiatives based on business strategies and priorities
▪ Created and facilitated with executive leadership national business meetings and team sessions three times a year
▪ Assessed training needs, designed training programs and implemented organizational development initiatives to support the business
▪ Executed Leadership Development Program including 360 assessment, coaching and other development tools
▪ Created executive development programs with coaching
▪ Created national company wide succession planning processes and tools. Worked with HR Directors to execute nationally. Facilitated sessions with leadership team
▪ Served as an internal consultant to management on matters including executive and leadership development, change management strategies, communications, performance management, team building, etc.
▪ Provided guidance on revising performance management system
▪ Worked with Head of HR to skill up the HR organization
▪ Managed national learning and development budget of $1.2 million as well as liaison with local office budgets and personnel
Overall Accomplishments:
▪ Designed and developed a Leadership Development Program for high potentials in partnership with Columbia Business School: conducted an organizational assessment, worked with business Advisory Board and managed overall content and execution of program including 360 assessment and coaching, post-program components and ROI measurements
▪ Taught continuous learning module in the Leadership Development Program
▪ As a result of the Leadership Development Program, company identified value creation projects launched within the business
▪ Created a management program for senior managers with linkage to the Leadership Development Program
▪ Coached executives on development strategies and learning plans; developed appropriate programs
▪ Worked with senior leadership to plan and execute three strategic planning meetings with top 60 leadership team
▪ Created a succession planning process; working with senior leadership to identify and manage risks and strategies to build and retain leadership bench strength
▪ Managed National Design Team to create an internal on-boarding program for national rollout to benefit and retain new employees
▪ Worked on developing national on-boarding program to benefit new employees
▪ Planned and implemented strategy sessions to skill up HR senior team to serve the business more effectively
▪ Created HR and learning and development strategic plans
▪ Acted as interim Talent Manager to audit and begin designing talent processes; managed innovative recruiting vendor
▪ Conducted a global audit on the Learning and Development functions of our three global regions
▪ Created a change management business case for the rollout of a major technology transformation
▪ Created communications strategies for projects and rollouts

Arthur Andersen Business Consulting; Manager
1999 – 2002
Promoted to Consultant in the Business Consulting Change Management Practice in 1999, promoted to Manager in 2000
Overall Responsibilities:
▪ Worked with a variety of clients to create, execute and enhance business strategies including organizational development and design, training, communications, program management and executive coaching
▪ Lead and managed teams to execute client business strategies
▪ Worked with the Organizational Transformation practice to help create tools, and develop the practice

Overall Accomplishments:
▪ Led and executed large-scale change programs by coaching and working with senior executives impacting and transforming entire organizations through the design and implementation of national strategic initiatives
▪ Designed a training strategy and managed the overall project team creating a global software engineering guide
▪ Co-facilitated and created a variety of workshops including organizational design, strategic visioning, and customer service
▪ Created a risk management plan around change best practices customized for the client undergoing a large-scale strategic reduction throughout the home office function (total savings opportunities of $300 million were identified). Customized a detailed communications plan for the internal project as well as for the external organization to reduce identified risks. Helped facilitate the creation of new and more cost effective organizational structures
▪ Designed and implemented training strategies to support new processes and improve business efficiencies
▪ Created a comprehensive communications and change management plan for an organization with multiple projects underway to simplify and remove complexity from the*****munications plan included specific strategies and tools for stakeholders being impacted, key messages and a detailed outreach plan. Change management plan included an assessment of the organization against best practices, specific action plans, and immediate next steps
▪ Identified organizational and leadership competencies linked to the overall strategy and performance measures
▪ Conducted a cultural assessment providing the client an ability to address critical cultural and change issues
▪ Created action plans to develop stakeholder buy-in and ownership for key projects

Arthur Andersen Business Consulting; Training Director
1997 – 1999
Hired as Training Coordinator, promoted to Training Director in 1998
Overall Responsibilities & Accomplishments:
▪ Create curriculum for practice and coordinate and track day to day training for approximately 350 people
▪ Create and manage a $3.5 million training budget
▪ Designed and implemented training tracking database
▪ Led project team within the central region to create a plan to merge training functions
▪ Co-developed a business consulting curriculum for Notre Dame University graduate students
▪ Taught and co-developed a change curriculum for Notre Dame University graduate students

Vehicles; Project Manager
1996
Vehicles is a non-profit organization providing career guidance and job placement for inner city adults and youth
Overall Responsibilities:
Develop and implement workshops, create marketing materials, coordinate special events, manage after school and summer youth program, and supervise staff

Operation Exodus Inner City; Assistant Director
1995
Operations Exodus is a non-profit organization providing education opportunities for inner city children
Overall Responsibilities:
Negotiate scholarships with schools, manage tutoring program, supervise work team, and develop grants

Education
Master of Science in Social Work
1992 to 1993 Columbia University
New York, NY

Bachelor of Social Work
1989 to 1992
magna cum laude Valparaiso University
Valparaiso, IN

Currently a Leadership and Organizational Consultant with past experience as a national Director of Learning & Development and a former Engagement Manager with Arthur Andersen Business Consulting in the area of Change Management. Please see details of my experience and expertise in current and previous employment.