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Organizations succeed when strategy, people, and operations work together as one system.

Strong organizations don’t run on strategy alone. They thrive when strategy, people, and daily operations are deeply connected. Too often, businesses treat these as separate pieces: leaders set strategy, people are expected to follow, and operations keep things moving. In reality, organizations aren’t that linear and are far more interconnected. Strategy, human effort, and operations constantly influence one another in complex, dynamic ways. Recognizing this interdependence and drawing on diverse perspectives creates the foundation for smarter, evidence-based decisions and more sustainable results.

The Problem

Many organizations still prioritize products and processes over the human element. Leadership decisions often depend on experience, intuition, or popular management trends instead of research and systematic approaches. The result is misalignment between people’s efforts and business goals, which limits performance and can even risk failure.

 

The Solution

Because workplace behavior strongly predicts performance and long-term success, leaders must make well-informed decisions and take supportive actions. Evidence-based processes help ensure those decisions are thoughtful and effective. True effectiveness, high performance, and adaptability depend on aligning people with strategy and operations. 

 

How I can help

With training in science, research methods, and statistics, as well as 15 years of business operations and project management experience,  I can help guide you to employ evidence-based human capital and business management processes in your organization. I will also teach you how to continue this methodology as your organization grows.

Human Capital Development

Using my expertise in Industrial-Organizational Psychology, I design systems and processes to select high-performing workers, develop their performance, and promote their engagement, sense of inclusion, and belonging. I also help organizations identify and address obstacles that hinder equitable human capital processes. There is nothing more critical in business than aligning human capital with all other business processes. 

    • Selection – Conducting equitable selection systems that include job analysis and job-related assessments, developing structured interviews, total compensation packages, and, personnel gap analysis.
    • Performance Management – Creating equitable performance management systems based on continuous feedback, shared goal setting, informational performance assessments, and a collaborative employee development plan.
    • Organizational Development – Diagnosing gaps and assessing climate/culture to cultivate inclusivity and positive work environments.

Operations Management

Through the integration of strategic goals and human capital efforts, I create concerted and streamlined interdepartmental workflows and processes. By identifying and assessing inefficiencies in various existing departments, a plan can be developed to allocate employees’ time more effectively between cognitive aspects of the business that add value and tasks that can be automated or outsourced. I focus on understanding how organizations are currently operating and then work collaboratively with subject matter experts to make improvements and resolve issues. This can include areas such as staffing and selection, product or service development, financial planning, accounting systems, production, public relations, marketing, media, sales, and organizational structure.

    • Operations – Overseeing operations in each department to ensure human capital is supporting processes and contributing to feedback regarding integration and continued enhancement of systems.
    • Project Management – Developing project management processes and structure to help clarify appropriate project tasks as well as track accomplishments.
    • Organizational Design – Creating and reorganizing various team members, processes, and systems to align with organizational goals.

Strategic Development

Through organizational audits, research, and collaborative discussions, I identify both opportunities for growth and barriers that hinder organizations’ progress. These insights provide the foundation for designing meaningful business outcomes and directly addressing challenges. By helping organizations transition from strategy to plan to action, I enable the translation of goals into tangible results that effectively integrate human capital with business operations.

    • Organizational Assessments– Taking an investigative look at current operations and processes as related to desired outcomes.
    • Opportunity Research – Research services, products, competitors, market gaps, and more to identify idea viability and financial impacts.
    • Project Planning – Creating articulate plans for next step exploration or implementation, considering human capital and business operations. 
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