Daniel L. Osborne

• As an executive coach I lead 1-1 and stakeholder centered coaching sessions to identify the client’s goals, desired behavioral changes, and performance hurdles. After exploratory sessions are conducted, the coachee and I formulate action plans and collaboratively align behaviors to achieve newly set objectives. Utilize open-ended questioning skills, exploratory coaching techniques, and various assessments to address growth barriers to further assist coachees with their development. Conduct coaching cost/benefit analysis, assist the coachee with constructing their stakeholder teams, and follow-up with daily behavioral action sheets.

Notable Achievements

• Conducted over 2000 1-1 coaching sessions for over 400 coachees and facilitated 150 group coaching sessions for various levels of coachees that focused on various topics centered around the challenges new leaders face.
• Developed various action plans to assist coachees with achieving desired goals. Tailor action plans to provide the swiftest ROI in the shortest amount of time resulting in improved performance with managing teams, less behavioral based hurdles resulting in higher self-awareness, and a reported increase in workplace relationship building.
• Administered pre/post session surveys to track behavioral and performance goals to show short-term and long-term changes from the coaching process. Results varied from a 16 – 41 percent increase in overall coaching engagement experience, and an average increase of +2 across stakeholder centered coaching results.
• Utilize various psychometric assessments to assist coachees with better understanding their strengths, personal coaching and leadership styles, and overall management preferences.

• Serving as the on-staff leadership coach responsible for all coaching operations for both the ACC Boston and Chicago offices for BCG North America. My primary responsibility is to build out an effective coaching program that gives leaders and high potentials the opportunity to utilize my coaching services to elevate their workplace performance as well as improving their leadership development abilities. Aside from providing coaching services to the offices I oversee, I also serve as the senior advisor to the Executive Director of the ACC Boston office regarding improving employee engagement, leadership visibility, and translating the people survey data into actionable results. Lastly, I serve as a non-bias liaison between leadership and middle management as well as the individual contributors to ensure more transparent conversations can be had without fear of retaliation.

Notable Achievements

• Implemented BCG coaching services and conducted over 700 1-1 coaching sessions averaging about 30 coaching sessions per month exclusively provided to leadership. Achieved a 4.8/5 rating on coaching satisfaction survey.
• Leaders coached achieved various results such as improved relationships with their direct reports, higher graded performance management reviews, employees reported significantly less micromanaging by their leaders, higher rates of job satisfaction, and the leaders reported having a more positive mindset while at work.
• Facilitated monthly group coaching sessions for ACC Chicago and Boston offices and conducted 30 group coaching sessions focused on various topics of development for non-management personnel. Collet feedback via survey to demonstrate viability of the coaching services to leadership.
• Implemented coaching skills training for mid/senior level managers. Conducted 24 trainings averaging 22 managers per class. Coaching skills focused on active listening, open-ended coaching questions, and various coaching methodologies.
• Responded to various team coaching requests from senior leadership that include assessment workshops using Gallup’s Clifton Strengths, Coaching Mindset Index, 360 assessments, and various other psychometric assessments.

• Providing internal and external consultations to various FedEx departments and opcos in the areas of selection, leadership development, talent strategy, training, coaching, and assessments. Primary responsibilities are serving as project lead for FedEx job description modernizations/talent strategy project, Express culture change initiative, pioneering the first coaching skills training and the Express Innovation Lab projects. Facilitate daily standup meetings, manage the quarterly PI planner board, and respond to assistance needed from teammates and other SCRUM masters.

Notable Achievements

• Implemented the CMI (Coaching Mindset Index) assessment into the leadership development efforts at FedEx and conducted over 300 assessment debriefings following up with conducting over 250 additional 1-1 coaching sessions.
• Created the first Express coaching tools training and facilitated over 50 trainings for various levels of employees. Constructed and evaluated pre/post training survey data results to pinpoint skills and knowledge gained from training. Participants gained an average coaching knowledge increase of 68%, overall coaching skills increase of 112%.
• Facilitated over 140 job description focus groups. Updated, consolidated, and created new job descriptions across 6 departments for a total of 420 total job descriptions reviewed. Repaired and redesigned several selection systems to increase hiring efficiency, candidate pool, and quality of overall applicants. Facilitated focus group training for HR Advisors to assist with job description focus groups.
• Respond to various selection consultation requests and designed new selection training videos to assist with manager hiring program utilization of structured interviews. Created various surveys to gather data regarding training programs and employee engagement metrics, evaluated work sample selection tools, and conducted factor analysis to evaluate the validity of survey data. Consulted and partially composed various sections of the FedEx Express selection policy.
• Pioneered the first Express Innovation Lab for employees to express ideas and skills they have that can assist with improving FedEx. Conducted 9 Innovation Lab meetings, 14 employees presented ideas to leadership, and 11 of them were approved to move to actionable projects. Managed and organized idea coach schedules, meeting agendas, and idea holder availability to present at the Innovation Lab.

• Collaborated and constructed overall strategy with Master Coaches in the development of the ACEC’s Associate Coach Program. Constructed the associate coach development plan and identified the level of coach that the ACEC would attempt to recruit. Serving as the lead advisor, I worked with the master coaches to understand how they wanted to upskill and mentor their incoming coaches as well as gathering information around what the expectations are for both parties.

Notable Achievements

• Facilitated weekly check-in meetings, managed the overall project timeline, and served as SME for recruiting and developing entry level coaches.
• Developed coaching content to be facilitated to the new associate coach’s cohort, and surveyed master coaches to identify what competencies and qualities we want to measure and how we wish to anchor our selection process.
• Interviewed and trained a cohort of 12 new coaches to assist them with developing their overall coaching skills.

• Served as a productive internal management consultant. Performed interviews regarding product/industry information with over 30 senior managers and executives while providing possible outcomes based off industry research through Statista and other market research. Created and debriefed senior leaders on consumer reports gathered that resulted in successfully reallocating $425,000 for strategic marketing efforts at peak sales time. Effectively administered consumer, employee, and product development surveys to collect data regarding the best time to divest. Created follow-up recommendations to improve employee performance and product development processes.

Notable Achievements

• Developed and facilitated product strategy presentations to senior leaders resulting in a $43 million-dollar project plan. Taught introduction to innovation classes to various intern cohorts and worked with them in developing their knowledge of design thinking.
• Provided 16 new distribution channels for the Bosch sales team and supplied a $21.5 million-dollar proposal for selling an underperforming Bosch brand power tool.
• Supervised focus groups to gather qualitative product data that yielded a 34% increase in product user friendliness. Strategically delivered soft skill training to the engineering teams on focus group best practices.

• Served as a SME in various areas of HR that resulted in reduced hiring time by developing and implementing qualifying surveys that filtered out over 22% of unqualified candidates. Designed and administered employee engagement surveys, analyzed survey results, and effectively communicated strategic recommendations to human resources manager. The results led to the increase of employee performance and retention rates through the implementation of diversity trainings.

Notable Achievements

• Consulted one on one with talent acquisition directors to create the action plan leading to completion of nine hiring events that resulted in the hiring of 267 new employees (mostly RNs).
• Conducted succession planning efforts to assist Chief Nursing Officer with identifying current talent that could ascend to the next level to replace directors who were expected to depart.
• Reviewed over 3,000 candidates, conducted over 700 interviews, created job analysis for over 40 different positions, and provided base hiring metrics to senior leaders.