Brian Passell, PhD
Houston,TX
Summary
Senior level advisor and business owner with demonstrated ability to sell and deliver world class strategic and tactical leadership of solutions that propel others to higher success. Accomplished in creating culture change, leadership development, and leading the way for dental practice business improvements through information gathering, visioning, creating management organization, strategizing, tracking KPIs, setting goals, implementing technology, and using accountability to propel the plan forward. Collaborative leader with dedication to partnering with business leaders to promote engaged, empowering work culture directly to support accomplishing their vision. Strengths in building and maintaining relationships with diverse range of stakeholders in dynamic, fast-paced settings.
Overview
17
17
years of professional experience
Work History
Owner, Managing Director, and Executive Coach
Fortune Management Of Greater Houston
10.2016 - Current
- Marketed, sold, and delivered executive and business coaching to dental practice owners and their teams
- Cultivated professional relationships through marketing events and networking with an array of dental industry partners.
- Sold over $3mm of services and succeeded at becoming a top 10 franchise within four years.
- Built and lead a team of executive/business coaches
- Taught and implemented efficient dental business and management processes, strategies, and goals that helped practices grow their revenue by 20-50% every year through better marketing, teams, and technology.
- Managed all financial aspects of Fortune Management, including budgeting, financial reporting, and tax preparation.
- Implemented marketing strategies to increase brand awareness and attract new customers and referral sources.
- Served as key business advisor and strategists to dentists so they could maximize their professional and financial potential.
- Lead speaker/facilitator for training and motivational seminars, to large groups of dental teams and practice owner's.
Manager, Global Talent Programs—L&D
Superior Energy Services
- Responsible for creating a new L&D strategy to adapt to the change in market conditions with projected cost savings of $2.5mm
- Led the deployment of the Everything DiSC Workplace behavioral assessment that was completed by 1,700 leaders around the world
- Designed a succession planning process for all senior and executive leadership positions
- Implemented new strategic goal planning process as part of performance management in the corporate HR and Marketing functions
- Responsible for managing the development and deployment of enterprise-wide leadership and corporate values training for all leaders and employees globally
- Performed needs assessments for business units to identity and deliver organizational development interventions and coach leaders through the process
- Conducted interview-based climate surveys at the business unit level to assess employee engagement and advise leadership how to maintain and build the company culture.
Director, Human Capital and Change Management
Alvarez & Marsal Business Consulting
05.2013 - 04.2014
- Managed the HR integration for an oil & gas field services company’s acquisition, performed a comprehensive HR profile of the target company, coached the client organization for the transition, and provided advisory service to the VPHR
- Managed the review and redevelopment of the firm’s competency model and performance profiles for all levels and roles
- Served as the organizational development subject matter expert and supported sales helping by contributing to proposal development and identifying and engaging potential clients.
Senior HR Manager, Training & Organizational Development
Pacific Drilling
05.2012 - 04.2013
- Directed the training department that was responsible for global training operations of 1200 employees ($12 mil
- Budget) and designing learning and training for internal clients
- Spearheaded the CEO’s leadership improvement initiative by creating and implementing an executive coaching program with participation of all senior and executive positions
- Led the design and implementation of the company’s first global management and leadership skills training program for corporate and offshore supervisors and managers
- Built the succession planning process for both corporate and field operations
- This included an employee profile template, employee assessment, and manager’s guide
- Redesigned and decentralized the new-hire induction program, eliminating a 48% gap to achieve a 98% completion rate and regulatory compliance within three months
- Led the adoption of an LMS solution and e-learning to create a savings of $1M in the first year
- Redesigned the annual performance management process, the granting of bonuses and equity awards, and headcount planning for the entire company.
Senior Consultant
Deloitte Consulting – Organization and Talent
05.2010 - 05.2011
- Collaborated with senior leaders of Deloitte’s Learning & Talent Development department to improve the on-boarding training program by establishing a metrics dashboard, leading virtual training sessions, piloting new training, creating a 180-day post hire employee survey
- Led the development of a performance competency model, assessment tool, success profiles, and a career planning guide for a Fortunate 100 company
- Part of a team that developed a workforce planning process to help a professional services firm meet its goal to save $750M in operating expenses.
Owner / Consultant
Envoy Consulting
06.2008 - 04.2010
- Sold and led OD projects for international alternative energy firm including: Creating an individual development planning process and facilitating corresponding workshops for 200 employees and planned the new performance and talent management system rollout
- Collaborated with the Head Legal Council of a renewable energy company to conduct focus groups with department employees resulting in facilitating off-site teambuilding and communications workshop
- In cooperation with client leadership, implemented an employee engagement survey of 4,000 U.S
- Employees for a worldwide oil and gas equipment and services company, guiding analysis to support the action planning and training plans
- Implemented a team performance improvement project for a non-profit institution to address climate of poor citizenship behavior by conducting focus groups to identify root causes and facilitating a customized workshop.
Human Capital Consultant
Capital H Group
11.2006 - 06.2008
- Coached high-potential leaders, delivering 360˚ feedback and Birkman personality assessments, and individual development plans
- Designed a start-up company’s leadership competency model and facilitated a leadership development workshop for all new employees
- Project manager for the development and implementation of a diversity recruiting strategy in a Fortune 50 company resulting in a pipeline of over a 1,000 diverse candidates
- Implemented a nationwide recruiting strategy and set up recruiting fairs across the U.S
- To improve the job applicant rate by over 700%
- Managed a project team to design an employee selection process that included pre-screening tools and behavioral interviews, and assessment of competencies.
Education
Ph.D. - Industrial/Organizational Psychology
University of Georgia
Athens, GAM.S. - Industrial/Organizational Psychology
San Diego State University
San Diego, CAB.A. - Psychology Major
University of Arizona
Tucson, AZSkills
- Management Systems
- Key Performance Indicators
- Organizational Development
- Talent Management
- Learning & Development
- Culture Change
- Objection Handling
- Goal Setting
- Performance Management
- Behavioral Assessment
- Team Leadership & Building
- Idea Development and Brainstorming
- Training and Development
- Problem Solving & Idea Generation
- Strategic Planning
Certification
- Prosci Change Management
- Birkman Method (Personality & Team Assessment)
- Hogan Personality Assessment
Research
- Ph.D. Dissertation, Tested a theoretical model of leadership behavior to establish how one’s need for moral approval from others or one’s self is related to their likelihood to take action on an ethical decision. The connection between one’s need for approval and other individual characteristics, such as the level of one’s thinking about moral dilemmas, were included in the model.
- Master’s Thesis, Investigated how experiencing a job lay-off affects one’s psychological contract (perceived expectations) in their next employee-employer relationship.
Timeline
Owner, Managing Director, and Executive Coach
Fortune Management Of Greater Houston
10.2016 - Current
Director, Human Capital and Change Management
Alvarez & Marsal Business Consulting
05.2013 - 04.2014
Senior HR Manager, Training & Organizational Development
Pacific Drilling
05.2012 - 04.2013
Senior Consultant
Deloitte Consulting – Organization and Talent
05.2010 - 05.2011
Owner / Consultant
Envoy Consulting
06.2008 - 04.2010
Human Capital Consultant
Capital H Group
11.2006 - 06.2008
Manager, Global Talent Programs—L&D
Superior Energy Services
Ph.D. - Industrial/Organizational Psychology
University of Georgia
M.S. - Industrial/Organizational Psychology
San Diego State University
B.A. - Psychology Major
University of Arizona
- Prosci Change Management
- Birkman Method (Personality & Team Assessment)
- Hogan Personality Assessment
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