Katie Payne

Design and execute change management strategies to solve complex organizational issues, and to drive process, behavior, and culture change. For example:

• Improving efficiency and collaboration by implementing a project management system: Onboarded 100+ client-facing employees onto a new implementation and project management system (ClickUp). Assessed needs and potential resistance; built buy-in among leaders and managers; created communication plans for executives and managers; trained employees in how to use the new system; established new mindsets around transparency and collaboration. 90% of users demonstrated desired behaviors, and internal teams reduced meeting time by 10%
• Improving financial data quality by implementing a time-tracking system: Currently leading change management for the implementation of time tracking, in order to generate better data for financial management, staffing, and forecasting. Worked with a project team to set clear goals for implementation; identified impacted employee groups and required changes in behaviors and mindsets; designed training and coaching plans; and supported 100+ employees to start daily time tracking. After 2 months of time tracking, more than 80% of employees correctly track their time each day. Currently supporting managers and our Finance team to take ownership of reinforcement

Collaborate with Project Managers to embed change management into project plans, using a variety of methodologies (primarily Waterfall, Agile, and hybrid)

Establish measurable change adoption goals for 100% of managed projects. Create and document plans to achieve those goals, and track progress from launch to project completion

Build change readiness throughout the organization by developing and leading change management trainings for employees across levels and functions

• Consult with leaders to identify role-specific expectations and learning needs
• Earned Prosci Train-the-Trainer Certification, and lead specialized change management trainings to develop our leadership teams' change management skills: Prosci Practitioner Certification (4 cohorts so far); Leading Your Team Through Change for People Managers (3 cohorts so far); Sponsorship Briefing for Executive Sponsors (1 cohort so far); Delivering Project Results for Project Managers (1 cohort so far)
• Increased front-line employee self-reported change readiness by designing and leading ADKAR workshops and teaching employees to name and address their resistance to change
• Designed a change support process for client managers to use with their external partners; provide ongoing training and consultation for client managers

Increase efficiency and change adoption by identifying potential overlap or duplication between project teams, and by encouraging collaboration and coordination across silos

Cultivate positive and trusting relationships with leaders and employees at all levels, from the President to coaches

• Gather feedback and insights to inform change strategies and communications
• Influence leaders' approaches to sponsorship through coaching and consulting on how to lead or initiate changes to culture or processes

Provided direction and leadership for coaching and consulting services for multiple partners (5-15 at one time), including postsecondary institutions, corporations, and nonprofits.

Supported partners who wanted to improve their impact and results by transforming the way they worked and developed their employees. For example:

• Collaborated with a workforce development non-profit director and Human Resources department to institute their first-ever quarterly check-in process to ensure 75-100 employees receive ongoing feedback
• Managed a 2-year consulting project with a community college through a Gates Foundation Grant. Led bi-weekly change strategy and planning sessions with 3 deans; supported the college to successfully embed a coaching methodology into all of the school's learner-facing roles and professional development structures

Managed a remote team of up to 35 people, including other managers, and full-time and part-time employees.

• Supervised people and managed employee performance.
• Built relationships, set expectations, gave feedback, and provided tailored professional development to individuals and teams.

Used change management skills to lead teams through constant change, and to create a healthy team culture of flexibility and innovation

Monitored program and employee performance to identify strengths and areas for improvement

Developed and led training and professional development programs that supported employee growth

• Coached 1000+ learners and external partners to set and pursue their goals.
• Identified plans and resources needed to implement new partnerships and to achieve project goals. Managed 3 unique contracts with the same client, a large public research institution. Ensured all external and internal stakeholders had the information they need, and ensured 100% of contract benchmarks were met
• Collected and analyzed data and used that data to make decisions on coaching strategy and quality improvement needs

• Coordinated weekly professional development programming for a cohort of 15 mid career education professionals from developing nations and emerging economies (funded by the Fulbright Exchange)
• Supported the Fellows in networking, identifying internship sites, and creating strategies implementing learnings in their home countries

• Assisted with undergraduate courses on International Organizations and Organizational Development

• Coached resettled refugees to seek and secure employment; ran partnership with nonprofit Dress for Success to clothe 150+ refugee women for interviews and jobs

• Taught English to high-school students