Teresa Lewis

Serves as a trusted advisor to executive leadership teams:

• Develops and executives strategic change management plans to advance leadership strategies and employee engagement initiatives, while facilitating sessions to ensure alignment, continuity and integration of organizational objectives.
• Advanced Circuit Planning Summits: Provided expert consultant services and organizational development recommendations to the national team of senior executive level leaders from the Administrative Office of the United States Courts and the General Services Administration responsible for partnering in planning for space projects.
• Created a facilitator guide that consisted of tools, best practices, and supporting documents required for the consistent approach and framework to ensure continuity and integration of the partnering and planning approach between the Courts and GSA.
• Facilitated planning summits implementing the new national planning format for the 6th, 8th, 9th, 10th, and 11th circuits.
• Streamlined communication channels between departments involved in advanced planning activities, fostering a collaborative work environment.
• Courthouse Program Partnering Planning Team: Served as a consultative member of the courthouse program partnering planning team of executive level leaders from Administrative Office of US Courts, United States Marshals Service, US Attorney's Office, and General Services Administration to design and facilitate the collaborative change management efforts to improve relationships and understanding of program level risk. between
• Captured lessons learned and how they can be applied to current and future projects.
• Facilitated the inaugural full day strategic partnering session and 4 subsequent annual sessions with over 100 participants.

Designs and implements talent management strategies

• Designed and delivered regional onboarding program, training program, and new employee program for over 250 employees, fostering immediate engagement and integration.
• Recognized with the GSA Public Buildings Service Commissioner's Award for outstanding program impact.
• Facilitated 9-box succession planning workshops to strengthen leadership capabilities and provide clear development opportunities.

Acts as an Employee Engagement Advocate

• Led engagement initiatives to generate awareness and understanding of the Federal Employee Viewpoint Survey, highlighting its value in improving employee experience and organizational effectiveness.
• Conducted data-driven analysis and facilitated sessions with executive leaders to identify gaps in regional and national engagement goals, recommending immediate action plans to address challenges.

Insists on a Career Development Focus

• Established a best-in-class new employee experience, earning recognition from the Administrator for exceeding expectations. The enterprise-wide orientation program connected new employees to the organization's leadership vision and mission, fostering immediate engagement.
• Identified and resolved gaps in the enterprise-wide new employee orientation through organizational assessments and collaboration with subject matter experts nationwide.
• Designed and delivered engaging learning sessions and team building activities that aligned with organizational culture and onboarding requirements.
• Developed and implemented a career roadmap and learning simulations, leveraging networking and collaboration tools to support GSA's technology-focused and mobile workforce.

Transforms culture through curiosity and innovation

• Mid Career Development Program Manager: Created and led a non-mandatory mid-career development program, now in its 12th year, with 152 graduates, cited as best practice across the organization and maintaining 94% retention rate.
• Developed and implemented emotional intelligence-based training, enhancing employee flexibility, problem, solving, relationship building skills and leadership abilities.
• Achieved 40% promotion rate for program participants.
• Change Management Interventions: Facilitated over 100 + change management interventions, driving cultural transformation and alignment with business goals.
• Successfully built and maintained stakeholder relationships, influencing leadership across multiple business lines and ensuring sustained progress on strategic visions.
• Values Workshop: Designed and delivered Values Workshops for 55 teams, engaging over 300 associates and dedicating over 350 hours to promote inclusivity and team cohesion across business lines.
• Conducted research, facilitation, and implementation, providing actionable feedback to senior leadership on cultural and organizational improvements.
• Received high praise from participants, including feedback such as, “This is the best training we have ever had,” and “We needed this as a team and region.”
• Significantly influenced FY14 regional priorities and initiatives by collecting cultural and leadership insights to enhance workplace effectiveness and alignment with organizational goals.

Focuses on People

• Human Capital Asset Management: Supported regional change management by building and maintaining relationships with individuals and groups to drive human capital asset management cultural change initiative.
• Prepared and presented educational material to communicate performance based assessments (by discipline), derived from human capital technology.
• Part of a team that Implemented the Human Capital National Role and Organizational Consistency Workforce Plan, achieving cultural change with a focus on customer experience and measurable outcomes through tools such as engagement surveys and workload capacity models.