NRG Energy

Director of Learning and Organizational Development

Mgmt Labs

My mission is to empower individuals and organizations to unlock their full potential by providing tailored leadership development, talent management, facilitation, and coaching services that inspire joy, empower leaders, and transform organizations.

Founder

ZoomInfo

* Received CEO Award for Exceptional Performance 2022
* Completed seven month rotational within Revenue Enablement.

Principal Talent Leadership and Enablement Manager

Principal Learning Development Manager

Analog Devices

Head of Diversity & Inclusion + Talent Development Partner, North America & EMEA, 

Eze Software

Senior Talent Management and Organizational Development Specialist

Seven Bridges

Organizational Development Strategist 

Thompson Island Outward Bound

*Received President’s Award for displaying an unselfish commitment to the community and to the mission, and whose determination and perseverance inspire others.
* Promoted from Manager in 2015

Director of Learning Programs

World Challenge Expeditions

Account Manager

Outward Bound

- Designed competency-based leadership management and professional curricula for multiple delivery methods.
- Facilitated training in communication, emotional intelligence, leadership, and conflict resolution.
- Mentored, coached and trained new employees through onboarding and professional development.

Learning Facilitator

Strengths:

* Leading Teams: 7 years experience leading teams of 6 including a department of 25 full time employees and 100 contractors.

* Business Acumen: Oversaw operating budget of $2million, selected by COO to join sales team for 7 months, and Bachelors in mathematics using data to tell stories.

* Learning Design:  Utilizing organizational psychology, neuroscience, adult learning theory, experiential and evidence-based approaches.

* Cultivating Relationships: Coaching, developing, and training leaders at every level and developing strong stakeholder relationships based on trust and respect.

Operates with high level of integrity and empathy to set high expectations, confront challenges and continuously seek improvement.  Super human ability to weave strategy while executing at a rapid pace.

Strategy | Coaching | Training | Facilitation | GTM Enablement

✨ Mgmt. Monday: It’s not a culture problem. It’s a systems problem just like in climbing. ✨

When you plan a multi-day climb, you don’t rely on “good vibes” to get you to the summit.

You rely on a system: route planning, roles, timing, gear checks, communication signals. Without that structure?

You don’t just slow the team down you put people at risk.
Organizations work the same way.

A team recently told me they had a “trust problem.”
But the real issue looked a lot like a poorly planned expedition:

No shared route (unclear priorities)
No lead and sweep roles (unclear decision rights)
No check-ins (leaders not aligned)
Fix the system, and the team moves together.

Here are 3 simple leadership checks that prevent ‘culture problems’:
1️⃣ Set the route. Clarify goals and what “good” looks like for the next leg of the work.
2️⃣ Assign roles. Define who leads, who decides, and how decisions get made.
3️⃣ Build the rhythm. Quick, consistent check-ins the organizational equivalent of rope signals.

Strong cultures don’t happen by accident.
They’re engineered, just like a safe climb.

Where do you see system gaps being mistaken for culture issues in your org?

Olga Feingold, MBA

Senior Director, Leadership & Organizational Development | Enterprise Leadership Strategy & Culture Transformation | Driving Scalable Leader Readiness | AI-Enabled Future of Work

✨ Mgmt. Monday: Culture is your competitive moat. ✨

Most leaders treat culture like decoration: nice posters, value statements, team happy hours. Meanwhile their competitors are using culture as a performance multiplier.

Alastair Creamer and Doug Milliken on The Rethinking Work Show shared data that hits hard. Harvard research shows culture accounts for 50% of the difference in operating profit between companies. Not strategy. Not product. Culture.

But that's not because of ping pong tables. It's because culture is the one thing competitors can't copy.

They can replicate your product. Hire your people. Copy your strategy. But they can't replicate how your team actually works together when no one's watching.

Culture drives performance when it becomes your operating system. Not your wallpaper.

Quick wins that actually work:

⚡ Meeting Hygiene. It's not sexy but it is effective. Have a purpose, standing agenda, everyone knows their role. Don't cancel or move it. Make it predictable and useful. Source feedback of how to use them more meaningfully. 

⚡ Make decisions visible: Post key decisions AND the reasoning behind them. When people understand the "why," execution velocity increases. 

⚡ Celebrate behaviors that align with your culture: Want directness? Celebrate and praise people who give direct feedback. Want teamwork? Celebrate those that work together for the better of the goal not their function.

⚡ Enable people to do their best work: Want more collaboration? Increase your tech stack - get slack. Ensure your offices are tech enabled to so people can see and hear each other. 

What Creamer & Milliken proved at Clorox: When you make culture a capability (not an initiative), you generate $50M+ in incremental profit. They didn't just talk about being "simpler, faster, bolder" they measured it, embedded it, and scaled it across 8,000 people.

The organizations crushing it right now aren't winning because they have better strategy. They're winning because their culture turns strategy into execution faster than competitors can copy them.

Your culture is either accelerating performance or creating friction. There's no neutral.

👉 Pick one quick win. Watch it. Measure what matters. Watch what shifts when you stop decorating and start operating.

Listen to the full episode in comments.

#ManagementMonday #CultureStrategy #OrganizationalPerformance #Leadership #CompetitiveAdvantage

How do you actually become more resilient and adaptable?

Love this clip from Alex Honnold. It’s a reminder that growth isn’t built in the easy moments. 

When leaders take on hard things on purpose, the small frustrations are put in perspective.

Resilience is a muscle. Adaptability is a muscle. Stress it in the right places and it pays dividends everywhere else.

Speed without clarity just creates fast chaos.

An F1 pit crew reduced a Hospital's pediatric ICU team errors by 66%.

When they started observing the hospital's patient handoffs, they saw chaos disguised as urgency. Everyone moving fast, but no one knowing exactly who owned what. Sound familiar?

The pit crew brought two simple changes:

🧩  Role clarity: In F1, every person touches one thing. Left front wheel. Fuel. Jack. In the ICU, they assigned specific handoff roles. One person for ventilator. One for medications. One for monitoring equipment.

👯‍♀️  The choreography: F1 crews practice the same sequence thousands of times. The hospital created a standardized handoff sequence. Same order. Every time. No thinking required when seconds matter.

Your team doesn't need to save lives to benefit from this thinking. Every project handoff, every client transition, every cross-functional collaboration - they all suffer from the same problem the ICU had.

👉 Pick one recurring process your team does. Map who touches what. Then practice it until it's muscle memory. Excellence isn't about working harder. It's about everyone knowing their exact role when it matters.

Excellent storytelling from Diana Kander

#TeamWork #ProcessOptimization #Leadership #OrganizationalDevelopment

Keynote Speaker on Innovation and Growth Mindset | NY Times Bestselling Author

Most teams don't struggle because they lack talent-they struggle because they protect broken processes. The moment you invite outside eyes, you expose blind spots, tighten communication, and elevate performance in ways you never could alone.

✨ Mgmt Monday: Your "transparent culture" is creating information deserts ✨

Most executives think they're being transparent. Meanwhile their teams are dying of thirst surrounded by empty wells.

You have an open door policy. You share quarterly results. You talk about values. But when someone asks "what's really happening with the reorg?" the room goes quiet.

That's not transparency. That's selective disclosure dressed up as openness.

I watch this pattern everywhere: Leaders share what's comfortable, withhold what's complicated, then wonder why trust erodes. Your team doesn't need to know everything. But they're smart enough to know when you're holding back what matters.

The information voids executives create:

🏜️ Strategic context: You share the decision but not the trade-offs that shaped it. Teams can't align when they don't understand the "why behind the why."

🏜️ Bad news timing: You wait until problems are "solved" to mention them. By then, your team already sensed something was wrong and filled the gap with worst-case scenarios.

🏜️ Partial updates: You tell different groups different pieces. Now everyone's operating with incomplete maps, creating confusion you'll blame on "communication issues."

Real transparency has three ingredients most leaders miss:

✅Consistency: Same depth of information, same timing, same channels

✅ Intention: Clear about what you share, what you don't, and why

✅Context: Not just what's happening, but what it means for them

The wildest part? Teams don't actually want total transparency. They want predictable transparency. They want to know that when something affects their work, their growth, or their future, you'll tell them. Directly. Quickly. Honestly.

Your team fills information voids with anxiety. Every gap in communication becomes a story about what you're hiding. And those stories spread faster than any all-hands update ever could.

👉 This week: Pick one thing you've been "waiting for the right time" to share. Share it. Watch how your team responds to getting information while it still matters, not after it's been decided.

#ManagementMonday #ExecutiveLeadership #Transparency #OrganizationalDevelopment #Leadership

Pretty picture of a desert to start your week included to inspire joy 🤩

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✨ Mgmt. Monday: Map the Climb ✨

Most teams wait until January to set goals. Strong leaders map the climb in December.

Before the new year hits, I get ahead on both personal and team goals by answering three simple questions:

1️⃣ Where is the summit? What does “success” actually look like 90 days from now?

2️⃣ What’s the route? What are the 3–5 milestones that get us there?

3️⃣ Where might we slip? What are the known risks and what’s the backup plan?

Climbers don’t start a route without studying the wall. I hear leaders say we're not ready or we don't have executive goals yet. However, you don't start hiking up a mountain without knowing what mountain you are climbing. Yes, priorities shift. The team climbs too slow, the wind shifts directions, or you took too long on a break. So you adjust, pivot, and even switch the route.

But if you needed to hit the trail you wouldn't start without mapping the route - and neither should leaders start a year without mapping the climb.

Quick win for this week:

🏆 Spend 15 minutes with your team mapping possible priorities for Q1 before the holidays hit. January will feel lighter, faster, and far more focused.

Well said Tamara Myles!

“Great cultures don’t just happen. They’re designed.”

There’s a nativity that RTO will solve all problems. As long as you have a distributed workforce, leaders need a third skill of how to manage across locations. Collaboration and community are different when your team is in multiple offices.

Keynote Speaker & Facilitator I TEDx Speaker I Bestselling Author, “Meaningful Work” & “The Secret to Peak Productivity” I Adjunct Professor @ Boston College I Instructor & Researcher @ UPenn

Hybrid work isn’t just “some days home, some days in the office.” It’s a third culture.

I grew up between Brazil and the U.S., and like anyone who straddles two worlds, you eventually stop choosing and start creating. Hybrid is the same: it only works when we intentionally design new norms—pulling the trust and flexibility of remote, the energy and connection of in-person—and make them one coherent culture.

To make it work, leaders must CREATE:
✨ Community
✨ Resilience
✨ Empathy
✨ Autonomy
✨ Transparency
✨ Equity

When leaders focus on belonging (community) and fairness (equity), and give people autonomy and resilience skills, hybrid teams thrive.

Great cultures don’t just happen. They’re designed.

#Leadership #HybridWork #FutureOfWork

✨ Mgmt. Monday: Change Management is Dead. ✨

There. I said it.

Polarizing opinion for sure. It's not because change stopped - or that we don't need to utilize change principles and planning.

Because it’s accelerating - exponentially.

The pace of change today isn’t linear. It’s compounding. If you look at the arc of technological progress, centuries of innovation barely move the curve and then suddenly, everything stacks. 

Shorter cycles. Faster disruption. Less recovery time between shifts. Traditional change management is breaking. It was designed for a world where change was episodic, not exponential.

What teams need now isn’t better change plans it’s capacity for uncertainty, speed, and adaptation.

The new job of leaders: Help teams thrive while the ground is moving.

Three quick wins to lead in uncertain times:

1️⃣ Name what’s stable.
Anxiety thrives in ambiguity. Be explicit about what isn’t changing: values, priorities, decision rights. Stability fuels speed.

2️⃣ Shorten the planning horizon.
Stop demanding 12-month certainty. Shift to annual vision/priorities, quarterly planning, and monthly experiments with clear success signals. Agility beats perfection.

3️⃣ Shift from answers to decisions.
You don’t need all the answers. You need clear decision owners, fast feedback loops, and permission to course-correct.

Change management was built for predictability. Leadership today is about resilience, trust, and momentum.

*I'd like to add I couldn't find a technology curve that included AI. Think about what's happened in the past year since it came into the mainstream conversation.

#Leadership #ChangeLeadership #ExecutiveLeadership #AgileLeadership

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