Organizations don't build real capability by accident.
It takes the same discipline as any strategic function: a clear-eyed needs assessment, program design grounded in how adults actually learn and change, delivery built for the specific room you're in, and follow-through that makes new behavior stick long after the session ends.
That's the discipline I spent fifteen years practicing as Director, Talent Management and Organization Development at Stanford University, and it's what I bring to your organization's career development, manager capability, and change readiness work now.
What We Can Build Together
Needs assessment and program design. Before anything gets built, a clear-eyed look at what your managers or staff actually need to develop, and a program designed around that, not a template pulled off a shelf.
Manager and leadership capability building. Cohort-based development, like the multi-session manager learning series I've run with a university partner for three years, grounded in adult-learning principles and reinforced past the training room, not a one-and-done event.
Team effectiveness and team building. Built around what a specific team actually needs, not a one-size-fits-all offsite. For one team at a university partner, that meant a CliftonStrengths-based offsite establishing a shared language for how the group works together, followed by a reinforcing workshop series and individual coaching for each member. For another, a single, focused workshop on communication and productivity was the right scope. Same discipline, different dose, depending on what the team actually needs.
Single-session facilitation for high-stakes moments. Conference sessions, retreats, all-staff days, designed the way I built a staff conference session for a top-tier business school, delivered twice in one day: one clear framework, structured practice, and a concrete commitment participants leave with.
Change management support. Helping your organization build the individual and organizational capability that real change requires, informed by the same discipline that I used leading multi-year change management at Stanford, including the transition supporting the new Redwood City campus.
1:1 coaching for managers and high-potential staff, integrated into a broader talent strategy rather than delivered as a stand-alone perk.
Why This Work Holds Up
Fifteen years at Stanford University, most recently as Director, Talent Management and Organization Development.
Creator and facilitator of the Owning Your Career@Stanford program, and responsible for Stanford Leadership Academy, Stanford Fellows, Leadership@Stanford, Stanford Manager Forums, and Stanford's Manager Academy development programs.
A three-year, ongoing partnership designing and facilitating the manager learning series for a university partner.
A career development framework session delivered twice in one day for a top-tier business school's staff conference, in August 2026.
ICF Associate Certified Coach, Master's in Organization Development and Change from Penn State.
How Can I Support You and Your Organization?
You don't need to know exactly what this looks like - a single session, a multi-month program, or something built around a specific change you're navigating - to start the conversation.
If you're thinking about your organization's career development, manager capability, team effectiveness, or change readiness work, and wondering whether outside support is the right move, let's talk about what your people actually need.
The next step is to schedule a conversation.