"I have a background in HR, and my organizational design work has most often centered around labor efficiencies with organizations. I have a lot of experience in evaluating work processes and gauging the necessary labor needs. Last year, I worked with a small plastics manufacturer that wasn't using its automation capabilities to its highest level. They essentially paid many people to do what some of their machinery could do. While it did involve some difficult conversations and employment decisions, the organization saved a lot of labor costs on simple modifications to their processes."

"As you can see from my resume, I have vast experience in the transportation and warehousing industries. In my work here, organizational redesign has always focused on increasing efficiencies and profitability. Last year, I helped a large trucking firm implement the UPS logistics philosophy in their routing, saving money on fuel, maintenance costs, and labor. If hired here, I think my corporate design experience in these areas would translate well to industries like manufacturing and healthcare."

DDI advertises on its website, "Driving change is easier for some leaders than others. The challenge is to find the right leaders who will be champions of change, and influence others to get on board. That's why it's so important to have solid data on your leaders' skills. Assessment data can help you quickly pinpoint which leaders are most successful at driving change and transformation. Then you can put people in the right positions and assign key responsibilities to ensure changes get done. And those people who aren't naturally suited to change? We'll help you create a targeted development plan to get them there."