Ohio Department of Education
- Executive Director & General Manager of Internal Operations
2000 - 2000
General Manager and Executive Director, Ohio Department of Education mandated with a broad scope of
responsibility including leading a diplomatic reorganization of 550 union and non-union State of Ohio
government employees, completed collaboratively within sixty-days, generated revived cooperation,
commitment, consensus and individualized approval through a written and spoken communication and
influence campaign.
Created executive/professional employee talent development programs and procedures, reorganized and
modified the talent resources management structures, job descriptions, duties, etc.; while attempting to
understand the already in effect, negotiated and implemented labor/management partnerships
diplomatically enhancing bargaining relationships, when and where appropriate.
Partnered as a strategic senior team leader and business advisor to the Ohio Department of Education
Superintendent, Assistant Superintendent, and C-level Senior Leadership and Policy and Board of
Directors executive leadership teams, two eleven (11) member councils, devoted to the proactive,
cohesive management of the State of Ohio K through 12, effective and efficient education and welfare of
all of the students enrolled in primary and secondary institutions.
Reorganized the Internal Operations department, with nine (9), direct report, functional managers as a
willing, blue sky, dedicated coalition; together as a focused team, merged, purged and re-invented
functional areas, and did not hesitate to revamp, rebuild, and renew Human Resources; Environmental,
Health, Safety and Risk Management functions and implementations; Recruited internally repositioned
leaders of Organizational Development, Training, HRD, and Talent retention; new leader for all necessary
Printing, Mailing, Document Publishing and Management Services; Quality and Strategic Planning were
expanded; CFO, Comptroller and Financial Services were enlarged, Ombudsperson/Call Center were
enlarged and more staff and a serious leader was added; and, in addition to all of the above, also took on
the lead role as an adjunct team responsible for assembling and composing all the required data,
information and submittals to help win the Malcolm Baldrige Quality System Implementation and Award
Pursuit, for the Ohio Department of Education, a pioneer adventure, and an almost fulltime task in itself.
Directed the HR talent, hiring and recruitment search process for ``key executive and professional''
Department of Education open-requisitions/positions, while attempting to rebuild ``previously lost'' mutual
trust and confidence in the hiring process, creating a renewed culture that fostered right-fit, high standards
ability and suitability, with transparency, diversity, fairness and ethics maximized, politics minimized.
Consistently helped identify and prevent problems-when possible; helped solve them with coherent sets of
actions, where they could not be prevented, and enabled leadership team to develop a set of lessons
learned from these ``opportunities,'' when practical.
Motivated, reinforced and inspired morale-building; while actively promoting diverse thinking and a desired
culture among the Ohio Department of Education diverse workforce through talent coaching, mentoring,
influencing and career steering in executive presence, effective meetings, high-impact presentations,
media contacts, written executive summaries and reports and statements to the Ohio media/public.
Intelligently encouraged select candidate leaders to enthusiastically communicate innovative ideas and
trust the culture enough to be willing to step outside the entrenched ``political'' box of government
employment, and take some risk.
Technologically savvy and inspirational in quest for talent improvement results, sponsored and influenced
by-in, and successfully implemented a state of the art, ``Manager, Director and Leadership
Assessment/Development Center'' co-located on the Ohio State Campus, School of Industrial and
Organizational Psychology, to help more effectively select and develop ten (10), high potential, diverse,
intelligently enthusiastic, talented candidate leaders for the Ohio Department of Education future
leadership slots.
MEO CONSULTING
- Executive Director & Management Consultant
1988 - maintenant
Transitional client/partner-focused pioneer, emotionally intelligent, doctoral-level steward, with full P&L
operating ownership, and the go-getter, ``face-of-the-brand'' for MEO Consulting: a talent & learning
development (TLD) consulting enterprise.
A true adult educator, advocating two competency strengthening, heuristic research intervention discovery
processes; the first is called Ethnography of Organizational Development, centered on client OD culture;
and the second is called Ethnography of Risk Management and Safety, focused on client risk and a safety
culture.
Each real time, dynamic, trade-marked, evaluation, audit and discovery intervention tool, is tactfully used
to document and capture, clients' real time, qualitative cultural snapshots of job-task talent behaviors,
enacted within a clearly defined time frame and work environment.
These nonjudgmental, client specific documented scenarios/snapshots of work behavior in action are then
analyzed, charted, assessed and subjectively translated, overlaying our intervention talent discovery
model encompassing our client's culture, resulting in a one-of-a-kind, results driven, client-focused,
performance improvement blueprint; actionably and systematically implemented, within the articulated and
negotiated contract boundaries conceptualized and agreed upon previously by our client leaders.
MEO Consulting provides employee training that is client-specific, data and analytics driven, and critical to
workforce talent success. Tremendous benefits result from our consistent, tailored and scalable on site,
talent development seminars, workshops, on demand e-learning modules and one-on-one coaching
interaction development sessions.
MEO Consulting also engineers talent training initiatives in organizational communication and
development, gender specific impromptu public speaking, leadership and management excellence, ISO
9001, ISO 14,000, and other quality initiatives, environmental, health and safety facilitation and risk
reduction, exposure and compliance, synthesized to align and sustain our client's organizational culture
and help mitigate their most critical talent development pain points.
MEO Consulting serves clients as an independent contractor worldwide, providing positive, well organized
change intervention services to clients' ranging from Fortune and Global 100 firms to start-up
entrepreneurs, small to large enterprises, universities/colleges/schools and local, state and federal public
safety and non-profit agencies, as well as fostering self-sufficiency in individuals seeking presentation and
communication coaching and talent development.
MEO Consulting additional talent development consulting services:
* Provide sustainable, full-cycle, transformation of employee relations, slate development, secondset of eyes and mindset assessments of one-step potentials; tackle critical, competitive situations,
define metrics, key performance indicators, create baselines, and draft detailed reports
(ethnographies), and track specific client projects, delivering and confirming return on investment
(ROI), with a levelheaded business goal of confirming changes in talent performance, at a budgetconscious, competitive price.
* Provide insightful ``second opinions'' relating to union and company represented employees,
outlining critical content of organization attempts, confirming nonjudgmental assessments,
mediations and evaluations, delivering tactful, outsider, candid actions that positively and critically
shifts and aligns our client's stated leadership vision, goals, and talent values, often leaving a oneof-a-kind positive legacy outcome.
* Educate, train and coach with a goal to enable and confirm that learning has occurred during the
knowledge acquisition of technicians, office leaders, professionals, technical specialists,
managers and executives already employed by our client's; successfully repositioning an existing
workforce into a collaborative team that positively uses our training to multiply client business
outcomes.
* Diplomatically accept short or long term projects, as an independent contractor, when a client's
intervention project is a fit for my extended technical and communication services, but requires an
extended time-on-task engagement, well beyond my standard thirty (30) day maximum consulting
engagements, without adding head count to the client's organizational slate.
* Provide executive and business life, and ``hypnosis'' assisted coaching sessions for engineers,
technical and IT professionals, high-potentials, managers and executives.
* Coach, facilitate and anchor the tutoring, self-discovery and transition of individuals who presently
have acceptable-even good performance, but are not realizing their potential and are holding back
themselves, their teams and the organization.
* Utilizing my philosophy that every person can improve their behavior, with our proven coaching
process, and realizing their untapped personal willingness to learn how to uncover strengths,
areas of improvement and how to align their expertise with business objectives, our coaching
journey process moves candidates to higher levels of performance, with improved likely-hood that
a much more polished influential leader will evolve.
* Stand and deliver scalable, common-sense, insightful, intelligently enthusiastic, key-note
presentations, narrations, speeches and/or facilitations professionally delivered during, before or
after, executive level, priority-setting, large or small group conferences, workshops, retreats and
various other talent performance accelerator events.
