Margo Garcia , Leadership Coach, MBA, ACCC

I am a trusted advisor to accomplished, committed people determined to make a difference in the life of others; those who want to live a life of meaning and purpose; people with the courage to choose to create their future from possibility. I ask the tough questions, provide powerful tools and take a stand for you creating and achieving what you want in life. Our coaching conversations are the impetus for you to take bolder action, think bigger and get the results you want. They cut through the confusion and negative chatter to identify the deep assumptions and belief systems that impact your behavior and results. The outcome is a conscious shift in mindset. I help clients get into action, stay in action and learn from the experience. I help clients build resilience and navigate change. No one will listen to you the way I do. No one will hold you accountable or acknowledge you the way I will. Coaching will expand your capacity to reach your potential and live a more alive and rewarding life.

How does your company focus on leadership skills that deliver innovation and growth? Do leaders drive a high-performing culture? Do people across the organization increase customer confidence in ways that impact market value? In an increasingly challenging and complex business environment, I help develop the strong leadership and collaborative mindset needed to face the challenges ahead. As a seasoned HR Director/Business Partner, I have the proven ability and passion to articulate the human resource strategy in support of the Company’s overall business plan and connect core values to operational objectives. As a trusted advisor to all stakeholders, I help build the link between quality of leadership and business results.

As a founding member of the executive management team, shaped the Human Resources function, policies, programs and systems in support of the company's talent management, organizational strategy and culture development. Supported significant construction operations on the mainland and in the Hawaiian Islands. • Provided overall leadership and direction for Human Resources function for newly created Commercial Business entity following spinoff from Mainstream Energy with minimal staff. • Drove programs/strategies to impact the acquisition, motivation, development and retention of the talent for the new corporation. Ensured proactive planning, creation and effective execution of total rewards/ recognition programs and benefit plans. Implemented Incentive Stock Option and “captive” self-funded benefits programs. • Articulated compensation philosophy; executed performance partnership programs to support business goals/company growth. • Delivered due diligence/decisions-making critical to the investment/purchase of select assets of Stellar Energy from Soligent. • Partnered with management teams to ensure effective internal communication; drove employee engagement and developed the high performance culture necessary to achieve change and business objectives. • Evaluated procedures and technology solutions to improve human resources data management. • Developed, interpreted and implemented company policies and guidelines. Authored Employee Handbook. • Orchestrated a 20% organization-wide downsizing with no legal repercussions.

Supported multiple business units and shared services organizations. Provided strategic and day-to-day direction, guidance and coaching toward goal-oriented and results-driven leadership. Influenced thinking, discussion and decision-making by constructively challenging business leaders and providing insight and solutions with clarity and conviction. • Designed/delivered MSE Leadership Forum (MSELF), a 20 hour program focused on building trust, accountability and collaborative relationships within the context of Mainstream’s growing and changing business. Identified development and training needs of the organization and designed programs to instill basic supervisory skill sets and provided leadership growth and awareness. • Successfully investigated and resolved complex employee relations issues; coached managers on the corrective action process. • Developed and executed annual Engagement Survey. Analyzed results and summarized for executive team. Led development of action planning teams and facilitated process/progress. • Prepared managers for and led execution of annual performance management program. Coached managers on talent assessment, performance appraisal discussions, and how to identify development opportunities when resource constrained. Modeled and conducted effective critical conversations. • Compensation administration including revision of job descriptions and position analysis.

Hired by President to provide strategic HR, manage the firm’s infrastructure and build employee commitment. Achieved 34% revenue growth in 18 months. OD: Articulated Core Values and Strategic Goals; initiated corporate communications programs. Introduced formalized performance management, employee relations, and supervisory training. Human Resources Management: Created job descriptions; standardized recruiting and compensation; managed health benefits and 401(k) enrollment/administration and Worker’s comp. Wrote Team Member Handbook. Partnered with QA Director to provide GMP training. Developed Safety curriculum. Payroll on QuickBooks.

Directly responsible for managing accounts predominantly comprised of high-tech clients in the San Francisco Bay area. Conducted needs analysis and developed comprehensive strategic plans for improving HR infrastructures. Identified human capital needs, assessed management skill requirements, customized training modules, and provided traditional coaching and meeting facilitation. • Clients included: Ingres, Symantec, Pacific Bell Yellow Pages, Telesensory, and Blue Banner Software. • Developed a highly successful workshop: “Customer Service on the Front Line.” The program focused on customer service protocol in technical support centers and was promoted through the American Electronics Association.

Originally retained to create the Learning and Leadership Development Program. Focused on strengthening employee’s ability to work collaboratively in teams, increasing the capacity for change, and contributing to the Company’s competitive advantage through its people. Identified areas for improvement and designed/executed a tailored corporate-wide management training and development curriculum. Supervised and mentored two direct reports, and responsible for several interns and temporary employees. Promoted to Senior HR Consultant in charge of consulting to senior management in the Facilities, Engineering and Manufacturing divisions on employee relations, compensation, change management, diversity management, conflict resolution, and strategic business planning. Collaborated with corporate attorneys to ensure compliance with legal and regulatory requirements. • Selected by the Senior Vice President of Manufacturing to build a sound human resource infrastructure for the critical opening of the Vacaville Manufacturing Plant; helping to bring the project in on time and on budget.

As Employee Relations Manager, developed aggressive technical and executive recruitment programs and administered compensation and incentive programs supporting 350 engineering employees. Promoted to Senior Manager of HR. Focused on developing HR strategic goals, streamlining operations, and surpassing specified cost reduction objectives. Programs included frontline supervisor training, an executive team leadership challenge, and a new hire orientation program, among other programs. Provided HR guidance to business managers. Played a critical role in conducting downsizing analysis and providing tactical recommendations to senior management in support of acquisition. • Achieved continual reduction in cost per hire by decreasing the use of placement agencies by 75%. • Reduced employment turnover from 30% to 4% per year in the critical Product Development group. • Directed a restructuring initiative to accommodate the acquisition of Ingres Corporation by ASK in 1991. Implemented a 30% organizational downsizing program resulting in a smooth transition and no legal repercussions.