About Nielsen Advisors

The statements

"People are your only active asset!"

and

"Every business problem is a people problem!"

are at the root of our purpose, which is to

simplify managing people to enable you to experience true success in your business.

In the last 20+ years, I've listened to hundreds of managers talk about running their business. One common thread of all these conversations is that managing people can be a pain. But most leaders are willing to put up with the difficulty to achieve the goals of business success and personal independence.

My question though is, "Why?" Why put up with something you can change? Why make do with good performance when you could have great performance? Why spend more time and have more headaches when you could be more profitable and independent?

Mission: Independence through Profitability

Our purpose is to enable you to experience more independence by creating a more profitable organization. We help companies experience results like:

• Increased revenue rates - By redesigning and simplifying a multi-tier compensation structure that created line-of-sight results for sales associates, the organization was able to increase revenue rates without adding incremental costs.
• Reduced turnover - By implementing a behavior-based interview process for sales reps, turnover of new sales reps in an organization of 350-500 employees decreased from 25% to 10%.
• Increased speed-to-revenue of new hires - By creating a new hire training process for a sales organization of 350-500 employees, time-to-performance decreased from 9 mos to 4 mos.
• Reduced employee complaints and avoided litigation - By implementing a facility-wide diversity awareness program for management, including educating 200 managers (supervising 2,500 employees) in diversity issues and positive management relations, employee issues were resolved without costly litigation.
• Reduced employee complaints while managing compensation spend - By conducting a compensation equity analysis of sales people (250-300 employees) based on performance and making appropriate adjustments to compensation (both increases and decreases), employee complaints were reduced from 25% to near zero while maintaining salary budget.
• Selection of top talent - By developing a hiring process for Sales Managers in a unit of 350-500 employees, the organization was able to hire individuals who became top producers within 6 months.
• Improved Staff Management - By developing a leading-edge staffing model and requirements for a sales and services organization with 350-500 employees, and coaching managers in philosophy, process, and practice, the organization retained key talent and hired required resources within operating budgets.
• Improved Operating Margin - By conducting a quantitative analysis of performance-to-plan data of bottom 20% of associates (50% of whom were termed acceptable by performance ratings), $3M in recoverable revenue was identified and a plan developed to improve or replace identified associates.
• Reduction of potential litigation - By conducting a thorough, credible investigation regarding a sexual harassment claim, including appropriate reports and recommendations, a settlement of $40K was obtained versus litigation costs of $250K-$300K.

Code of Conduct

I am committed to your success.

You can download my Code of Ethics and my Consulting Bill of Rights.

You may also be interested in my Personal and Business Core Values.

Background

As a Strategic Human Resources Professional (SPHR) with more than 15 years experience in Fortune 50 companies, I:

• improved HR systems and processes
• dealt with Union employees, contracts, grievances, and negotiations
• resolved employee-employee and employee-leadership conflicts
• coached line managers and corporate leaders in effective management and communication
• worked on acquisition and merger teams
• conducted training in benefits, pay, communication, conflict management, and others
• improved focus and productivity in retail manufacturing and partner and retail sales
• coordinated HR data transition for a large division (5,000 people) during a merger
• implemented labor cost saving strategies
• developed talent management and succession planning activities
• improved hiring and training processes
• resolved diversity issues and improved organization culture

With my corporate and consulting experience, I have worked with many different groups and levels of the organization, including:

• engineering
• manufacturing
• finance
• marketing
• trading (natural gas traders)
• sales (retail and enterprise)
• services (technology and consulting)
• small-medium business services
• enterprise services
• line employees
• union employees
• contract employees
• first-line supervisors
• managers and directors
• executives (general managers, vice-presidents, and presidents/CEOs)

Strengths

I bring a unique perspective to your challenges because of my strengths and capabilities:

• I tend to see patterns where others see complexity and it is my nature to develop strategies to avoid potential obstacles.
• Because of how I look at situations, I generally see connections and have new perspectives on familiar challenges.
• As a person, I am naturally inquisitive and interested in gaining understanding and insight (which makes me very interested in your business and your challenges).
• I will not take a shot-gun or "ready, fire, aim" approach to your needs because my nature is to be deliberative and planful, assessing and minimizing potential risks.
• I have a drive and sense of urgency toward dealing with issues.
• In dealing with others, I am able to work diplomatically with all levels of management.
• I will question the way things are done, and seek to find alternatives that are valid for the sake of the solution, not for the sake of the status quo.
• I balance snap decision-making (think airline pilot) and thoughtful consideration (think engineer) as well as objective (facts) and subjective (intuition & impact) decision processing to take a holistic approach to issues.

*see Clifton's StrengthsFinder for more on individual strengths, see Profiles International, Inc.'s solutions for more on individual capabilities.

Education

I graduated from the Marriott School of Management at Brigham Young University with a Bachelor of Business Administration degree with an emphasis in Human Resources - Management Development.

Clients

I founded Nielsen Advisors to provide the same level of expertise and service to my own clients as I did with my corporate clients. I have provided advice and counsel, and delivered business solutions to organizations in:

• telecommunications
• technology
• technology services
• financial and insurance services
• health care
• non-profit

Currently, I am focused on working with leaders of small- and medium-sized organizations. Throughout my career, my focus has always been on meeting the needs of the business first, and this is core to my operating philosophy as your Fortune 50 resource.