Case Studies

Leadership Development & Succession Planning at Sprint

Context:

Sprint's Midwest region faced a massive leadership skills gap. 95% of the managers across more than 300 stores, which covered $2.8B in earnings, were lacking in core managerial skills, including effectively hiring, coaching, and managing time.

Action:

I conducted a competency audit using learning transcripts, partnered with operational leadership, and designed a curated multi-year leadership journey and succession plan. I built learning cohorts with complementary journeys, integrated real-world capstone projects tied to business needs, and created a pipeline that directly addressed critical skills.

Impact:

  • Reduced leadership attrition by 20%

  • Generated $10M in annual employee turnover savings

  • Built a scalable leadership pipeline model adopted region-wide

  • Empowered leaders to solve real operational gaps through applied learning

Global Learning Launch at May Mobility

Context:

With a standardized learning infrastructure, May Mobility’s expansion to new domestic and international markets was threatened by a lack of training and connection. The autonomous vehicle leader needed an ecosystem to support site launches, onboarding, or operational readiness.

Action:

I built and launched May Mobility's first global learning organization for customer operations. I implemented learning and knowledge systems, designed a three-week autonomous vehicle onboarding curriculum, established a certified trainer network, and created a documented compliance system to protect the company and operators.

Impact:

  • Enabled smooth U.S. and Japan site launches

  • Achieved 95% autonomous vehicle utilization at launch (highest in company history)

  • Standardized global onboarding, compliance, and operational training

  • Protected the company and operators with documented compliance protocols

Live Sales Enablement at GoDaddy

Context:

New hires at GoDaddy were receiving little to no actionable feedback after initial training, leaving them to flounder in their new roles. The company had no post-onboarding, real-time coaching structure. Feedback was typically quick and without context, resulting in employees struggling to perform, missing sales targets, earning no commission, and ultimately either quitting or being terminated for poor performance. This lack of continuous development led to critical retention and performance challenges across internal and contracted teams.

Action:

I launched GoDaddy’s first live coaching enablement program targeted at post-onboarding employees. I built a scalable coaching framework integrated into daily operational rhythms and designed it to flex based on business needs. (We provided more coaching during seasons with low training volume and less during high-volume periods.)

Impact:

  • Increased the revenue generation of 86% of coached employees

  • Strengthened post-onboarding skill application and time to mastery

  • Scaled the coaching framework to be adopted internally and externally

  • Improved overall operational efficiency through dynamic capacity management

Organizational Change Leadership during the Sprint/T-Mobile Merger

Context:

During the Sprint/T-Mobile merger and the onset of COVID-19, employees faced high uncertainty, operational disruption, and risk of mass attrition. Teams across the country were seeing high attrition rates and low job satisfaction.

Action:

I transformed corporate materials regarding the merger and upcoming changes into a multi-modal enablement program. We created four custom training videos with activities, structured launch communications, and follow-up evaluation cycles. These merger trainings provided context and connection to employees.

When COVID-19 struck, I led the first successful transition of a field retail team into a virtual call-center model, preserving jobs and maintaining business continuity.

Impact:

  • Achieved the lowest regional attrition rate company-wide during the transition

  • Protected jobs and preserved livelihoods during COVID-19

  • Maintained customer service continuity under crisis conditions

  • Built a scalable change enablement framework for future integrations

Onboarding & Enablement Overhaul at GoDaddy

Context:

GoDaddy had a fragmented onboarding ecosystem. It created inconsistent learner experiences, slower proficiency times, and missed revenue opportunities.

Action:

I led a national onboarding redesign, aligning recruiting, IT, finance, learning and development, and operations into a unified workflow. I conducted a portfolio audit to streamline and refresh content, then I completed a delivery audit to validate timing, relevance, and learner experience. We rebuilt training programs ahead of schedule, allowing more time for application and role play.

Impact:

  • Increased new hire sales revenue by 70%

  • Boosted sales call conversion rates by 3.5%

  • Reduced customer handle time by 1.5 minutes

  • Generated $1.8M in new revenue over four months

  • Eliminated 60% of onboarding disconnects

  • Ensured all classes finished on time or early, improving skill application