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Dr. Kostman is an Industrial & Organizational Psychologist, Executive Coach, and Strategic Consultant. Over the past fifteen years he has advised CEOs and Senior Executives in organizations ...

Dr. Kostman is an Industrial & Organizational Psychologist, Executive Coach, and Strategic Consultant. Over the past fifteen years he has advised CEOs and Senior Executives in organizations ranging from the Fortune 500 to the Federal Government on a wide-range of Human Capital and Leadership Development challenges and solutions.

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  • JT KOSTMAN, PH.D. 313 Wills Avenue • Stanhope, NJ 07874 jtkostman@yahoo.com • 703.403.2555SUMMARY OF QUALIFICATIONSConsulting: Industrial & Organizational Psychologist, Strategic Consultant, and Executive Coach with a TopSecret Government Clearance and 12+ years experience advising ‘C’ and Senior Level Executives inorganizations ranging from the Federal Government to the Fortune 500. Nationally recognized expert in theareas of Leadership Development, Organizational Change, and Strategic Human Capital Management.Leadership: Over a decade leading consulting teams of up to 38 professionals on simultaneously executedmulti-million dollar Human Capital and Professional Development projects – while consistently maintaininghigh levels of employee engagement, customer satisfaction, profit margins, and account growth. Formerly ledteams charged with making life-and-death decisions while serving as a Paramedic, Police Officer, Deep-SeaRescue Diver, and Team Leader of an elite Airborne Scout/Sniper Reconnaissance Team with the U.S. Army.Teaching: Designed, developed, and delivered Leadership, Management, and Professional Developmentcourses for scores of corporate, private, government, and nonprofit organizations that received the higheststudent-participant ratings in the history of several client organizations. Developed and taught capstone,graduate, undergraduate, and professional development courses that likewise consistently earned the higheststudent evaluation scores in several University departments. Considerable experience with numerous teachingmodalities, including: Blackboard, WebCT, Second Life, case-based, participant-centered, Socratic inquiry,experiential exercises, collaborative constructivism, and traditional classroom lectures. Prior to attendinggraduate school, taught for nearly twenty years in various roles, while serving as a Paramedic Preceptor,Advanced Cardiac Life Support Instructor, Rescue Trainer, Police Academy Instructor, Court AppointedSpecial Advocate, and Battalion Training NCO, 3/27th, 7th ID (Light) U.S. Army.Education: In addition to completing an MS and Ph.D. in Industrial & Organizational Psychology at CUNY,completed graduate studies in strategy and behavioral economics in the MBA programs of Baruch College,NYU, and Columbia University. Also completed doctoral studies on the applications of nonlinear dynamicalsystems theory (chaos and complexity theory) to the analysis of individual and group behaviors at the NewEngland Complex Systems Institute, jointly hosted by Harvard and MIT, and through post-doctoral work undera National Science Foundation fellowship with the NATO Advanced Study Institute at the University ofMoscow. Attended and taught numerous continuing education courses related to adult-learning, classroommanagement, pedagogical theory, and next-generation learning technologies. Attended the Harvard BusinessSchool program on Participant Centered Learning and the Case Method and bi-weekly professionaldevelopment seminars for two years coincident with being awarded a Graduate Teaching Fellowship andGraduate Writing Fellowship; similarly, attended numerous continuing education-related conferences andcourses over the past twenty years, most recently including a three-week course for Professors focused ondeveloping collaborative online learning environments, the Teaching Company’s course The Art of Teaching;Best Practices from a Master Educator, the 4th Annual Homeland Defense and Security Education Summit, andthe 13th FEMA EMI Emergency Management Higher Education Conference.Clients: 1998 – PresentU.S. Army Research Development Engineering Command (RDECOM), Central Intelligence Agency, Standard &Poor’s, Morgan Stanley, Chase Manhattan Bank, Deutsche Bank, Moody’s, UBS|PaineWebber, VNU BusinessMedia, Ernst & Young, Ortho Clinical Diagnostics, SAP, ADP, Ethicon, Sanofi-Aventis, Novartis, US Airways,Gerdau AmeriSteel, Honeywell, Hershey Foods, Becton Dickinson, Mead Johnson, Universal Health Services,Constellation Energy, Williams Energy, Jack In The Box, PepsiCo, Best Buys, Drees Homes, Hovnanian Homes,Campbell Soup, Pepperidge Farms, Mid-Atlantic Corporate Federal Credit Union, American Cancer Society, Marchof Dimes, Better Business Bureau of New York, Federal Reserve Bank of Cleveland, Federal Reserve Bank ofPhiladelphia, Federal Reserve Bank Board of Governors.
  • JT Kostman, Ph.D.WORK EXPERIENCESTRATEGIC CONSULTANT • C2 Technologies: Senior Consultant, Industrial & Organizational Psychologist (2009 – 2010) o Charged with leading teams in the creation and delivery of integrated Human Capital, professional development, and performance improvement solutions for a wide-range of Government Departments and Agencies. Responsibilities include the development of new strategies and managing a multi-tiered staff of professionals, including I/O Psychologists, ISDs, Project Managers, Technology Professionals, and Support Personnel. Collateral duties include serving as an Executive Coach to help Senior Executives evolve their capabilities consistent with the OPM ECQs. • LSR Alliance: Strategic Consultant; Industrial & Organizational Psychologist (2007 – 2009) o Counselor, confidant, and coach to CEOs and Senior Executives in organizations ranging from the Fortune 500 to the Federal Reserve Bank on a wide-range of issues pertaining to Human Capital strategy development and performance improvement initiatives. This work included individual and organizational assessments and diagnoses, the development and implementation of complex and comprehensive strategies for effecting large-scale change, and the development of organization- wide training programs in support of strategic change and performance improvement initiatives. • Metrus Group: Strategic Consultant; Industrial & Organizational Psychologist (2004 – 2007) o Advised corporate clients on a wide-range of issues pertaining to the development of Human Capital strategies and the improvement of their internal capabilities. This work included individual and organizational assessments and diagnoses, the development and implementation of complex and comprehensive strategies to effecting large-scale change, the creation of talent management strategies, and the analysis of multiple sources of data in support of strategic change initiatives. • The Gallup Organization: Strategic Consultant; Research Director (2002 – 2004) o Advised on strategies for the evolution of Human Capital in client organizations. Specific duties included (a) supervising a multi-level team of researchers and consultants in the collection of data used to assess employee engagement, (b) assessing executives for the purposes of selection and professional development, (c) constructing, administering and interpreting psychometrically valid selection instruments for use in the assessment of candidates for employment, (d) providing strategic-level advice on the development of organizational change initiatives, (e) developing and managing the delivery of leader, supervisor, and individual contributor training programs. • Key Learning International: Instructor, Consultant, Instructional System Designer (1998 – 2002) o Designed, developed, and delivered Leadership, Management, and Professional Development courses for corporate, private, and nonprofit organizations. Conducted in-depth needs analysis and worked with clients to assess transfer-of-training, program efficacy, and return on training investments. Employed ADDIE and Four-Component Instructional Design model (4C/ID) methodologies to develop experiential and engaging learning solutions designed to meet specific client needs and various learning styles. Consistently received the highest student-participant ratings for our programs, and were recognized on several occasions as having provided the highest-rated training in the history of client organizations – including the Federal Reserve Bank, VNU Business Media, Morgan Stanley, Ernst & Young, March of Dimes, and U.S. Airways.
  • JT Kostman, Ph.D.ADJUNCT PROFESSOR • Columbia Southern University: Online MS Program (2010 – Present) o Chair, Academic Advisory Committee; Homeland Security and Emergency Management • University of Connecticut: Online MS Program (2010 – Present) o Developed and Taught MS Capstone Course for Homeland Security and Emergency Management Program; Leadership in Times of Crisis, Chaos and Change • City University of New York: Baruch College; MBA/MS Program (1998 – 2008) o Developed and Taught Graduate and Undergraduate Courses in Strategy, Leadership, Organizational Transformation, Organizational Psychology, General Psychology, Social Psychology, Strategic Human Resource Management, Positive Psychology • Rutgers University: Continuing Management Development Program (2001 – 2008) o Developed and Taught Seminars in Strategy, Leadership, Organizational Transformation • Manhattanville College: Graduate Program (2002 – 2003) o Developed and Taught Graduate Course in Selection and Assessment StrategiesPUBLIC SERVICE • Court Appointed Special Advocate: Washoe County Courts (1995 – 1998) • United States Army: Team Leader, Scout/Sniper Reconnaissance Team (1991 – 1994) • Reno Police Department: Police Officer (1990 – 1991) • Douglas County Sheriff’s Office: Deputy Sheriff; Coroner’s Investigator (1987 – 1990) • Police Academy Instructor: Nevada State Police Academy (1988 – 1991) • Deep-Sea Rescue Diver: International Underwater Contractors (1983 – 1986) • Paramedic / EMT: Emergency Rescue Services (1979 – 1990)EDUCATION Ph.D., Industrial & Organizational Psychology, City University of New York (2003) Dissertation: Multi-Dimensional Performance Requires Multi-Faceted Predictors: Predicting Complex Job Performance Using Cognitive Ability, Personality and Emotional Intelligence Assessment Instruments as Combinatorial Predictors Honors: Dissertation passed with Distinction First member of cohort to complete dissertation Fellowships: National Science Foundation Fellowship; University of Moscow, NATO Advanced Study Institute – Nonlinear Dynamics in the Life and Social Sciences New England Complex Systems Institute; Harvard and MIT – Studies in Chaos, Complexity and Nonlinear Dynamical Systems Theory Graduate Teaching Fellowship Graduate Writing Fellowship Service: Representative for all graduate students at the City University of New York Doctoral student representative to faculty selection committee Doctoral student representative to candidate selection committee
  • JT Kostman, Ph.D. M.S., Industrial & Organizational Psychology, City University of New York (2000) Thesis: The Human Perception of Time as a Determinant of the Rate and Intensity of Behaviors in Dynamically Complex Systems Additional Columbia University; Behavioral Economics MBA Studies: New York University; Strategy & Decision Making Baruch College; Strategy & Decision Making B.S., Psychology, University of Nevada, Reno (1998) Honors: Graduated magna cum laude Psi Chi, the National Honor Society in PsychologyREPRESENTATIVE PROFESSIONAL ACCOMPLISHMENTS Challenge: Help various clients gain accurate insight into the causes of strategic and operational challenges and assess perceptions of various groups, including both internal (Employees, Executives, Board Members) and external (Customers, Stakeholders, Public) constituencies, in order to develop effective strategies and more effectively frame communications. Solution: Conducted sophisticated statistical analyses of quantitative and qualitative data, including using a wide range of parametric, non-parametric, descriptive, inferential, and predictive approaches which included, but were not limited to: Structural Equation Modeling (LISREL), Path Analysis, Linkage Analysis, Log- Linear Analysis, Hierarchical Cluster Analysis, Multiple Regression Analysis, Content Coding and Pre- Coding, Bayesian Analysis, Markov Chain Monte Carlo Analysis, Market and Portfolio Segmentation Strategies. Utilized and managed the application of every available modality of diagnostic assessments and surveys for the collection of quantitative and qualitative data, including: phone banks, interactive voice response, computer assisted survey information collection systems, computer assisted personal interviewing, online surveys, kiosks, OCR scanning technologies, focus groups, audience polling, rapid assessment interviews, in-depth interviews. Challenge: Considerable infighting, animus, and the formation of factious elements within this critical department of the Federal Reserve Bank threatened to adversely impact operational capabilities. Solution: Worked in partnership with representatives of the involved groups to resolve concerns and clarify mutual expectations. As a consequence of this initiative a formerly contentious, and frequently litigious, group of individuals was transformed into a highly effective strategically aligned team. This project resulted in my being referred by the First Vice-President to work with another department to provide similar services, as well as a referral to a commercial institution for whom I provided similar services, which likewise resulted in greatly increased intra- and interdepartmental collaboration. Challenge: Rapidly changing market conditions required this pharmaceutical giant to quickly evolve the capabilities of its sales, support, and managerial staff. Solution: Partnered with various vendors to develop a corporate university which leveraged existing courses, custom-developed content, and experiential learning opportunities to meet the needs of several functional areas. Conference presentations based on this project led to similar engagements with four additional pharmaceutical companies and two manufacturing firms. Extended projects included integrating lessons- learned in Learning Management Systems (LMS) and Knowledge Management (KM) databases, as well as the development Return on Training Investment (ROTI) metrics, which were implemented using Lean Six Sigma strategies, to demonstrate the quantifiable – and monetizable – impact of training on organizational performance.
  • JT Kostman, Ph.D.Challenge: The customer service ratings for this major American airline were among the lowest in the industry. Solution: Worked with internal learning consultants to iteratively analyze, design, develop, implement, and evaluate (ADDIE) a comprehensive program that met the expectations of multiple stakeholders, and which resulted in the development of a repertoire of courses targeting both general and specific challenges. By utilizing a multiple-baseline staggered-intervention research design we demonstrated a causative, as opposed to merely correlative, relationship between this program and improvements in customer satisfaction scores.Challenge: Job performance in this international leader in the financial services industry was found to be grosslymisaligned with organizational strategies and objectives. Solution: Partnered with organizational stakeholders from across the organization on the development of a multi-dimensional web-based based competence and performance management model that was subsequently used to align individual behaviors with strategic objectives for positions ranging from individual contributors to managers. These models were subsequently used as the foundation for selection, training and performance management for all positions.Challenge: Inter-departmental conflicts resulted in a hopelessly clogged new-product development pipeline thatwas costing this organization hundreds of thousands of dollars in direct costs and even greater unrealizedopportunity costs. Solution: Worked with the leaders of eight separate departments to develop a collaborative process that resulted in the reengineering and replacement of a 47-day process with considerable variance and limited accountability with a 6-day synchronous process with minimal variance and complete accountability.Challenge: The Board of Directors of this eighty-five-year-old institution were unable to agree on a new strategythat would empower the President to take action – despite rapidly eroding market share and a substantialpossibility that the organization would not survive without considerable revitalization. Solution: Gathered extensive data in the preparation of a comprehensive report and series of meetings I facilitated with the Board of Directors. These meetings resulted in an unprecedented consensus on redefining this organization’s mission for the first time in its eighty-five year history – and led to a longtime friendship with a member of the Board, who is also one of the nation’s leading business ethicists.Challenge: Faced with severely depressed stock prices following a failed merger this iconic industry leader setan unprecedented goal of increasing productivity by $110M over five years – without increasing payroll costs ormaking any significant capital investments. Solution: Developed and led an inter-departmental, cross-functional, highly collaborative initiative that led to the creation of numerous training programs which were met with tremendous enthusiasm by employees and which resulted in dramatically reduced costs as a consequence of increased efficiencies and increased productivity beyond targeted levels. This initiative involved conducting extensive interviews with employees ranging in status from the senior-most managers of the company to shop-floor employees in various departments and plants located in five different States.Challenge: An economically necessitated reduction in force resulted in a decrease of the inbound telesales forceof this multi-national company by 15% Solution: Redesigned performance criteria, developed manager training programs, and restructured the existent bonus program, resulting in an increase in customer retention of 11%, increased sales of 17%, and a decrease in payroll costs of 13%Challenge: Select more effective salespeople Solution: Led a team in the development of a psychometrically validated selection instrument for sales professionals. The projected resulted in additional revenues of $8.2M annually. This solution became the subject of a presentation to the Society for Industrial and Organizational Psychology.
  • JT Kostman, Ph.D. Challenge: Excess turnover and insufficient budget to increase salaries Solution: Developed training programs supporting a retention initiative which resulted in a decrease in turnover from 63% to 15% – a change which was sustained for over three years, while wages remained 8% below the industry average, resulting in net annual savings of over $16.4M Challenge: Job performance in this international financial services firm was found to be grossly misaligned with organizational strategies and objectives Solution: Partnered in the development of a needs analysis and multi-dimensional HTML based competency model used to align individual behaviors with strategic objectives for positions ranging from Financial Advisors to District Managers – these same models were subsequently used as the foundation for selection, training and performance evaluations for all positions Challenge: Client needed to quantify the effectiveness of a training program to justify a request for increased budget allocations to support program expansion Solution: Utilized a multiple-baseline staggered intervention research design to quantify program effectiveness, demonstrating a considerable ROI – as a result the department was granted a substantial budget increase and the sponsor was promoted to a global-level position to oversee its implementationPUBLICATIONS & PRESENTATIONS It’s About Time: The Impact of Perceptual Temporal Distortions on the Rate and Intensity of Behaviors in Dynamically Complex Systems NATO Advanced Study Institute, University of Moscow, Russia (May 2000) Multi-Dimensional Performance Requires Multi-Faceted Predictors: Predicting Complex Job Performance Using Cognitive Ability, Personality and Emotional Intelligence Assessment Instruments as Combinatorial Predictors Doctoral Dissertation (2003) Multi-Faceted Predictors of Complex Job Performance Society for Industrial and Organizational Psychology; Orlando, Florida (April 2003) The Twenty Rules for Effective Communication in a Corporate Crisis Disaster Recovery Journal (Spring 2004) Measurement and Management Tools: Aligning Performance with Corporate Strategy American Society for Industrial Security, Philadelphia (October 2004) Employee Engagement or Employee Enragement – It’s Up To You Public Relations Society of America, New York (October 2004)
  • JT Kostman, Ph.D.The Causes, Costs and Consequences of Corporate Crises University of Nevada, Reno (April 2004)The Dark Side of Employee Engagement Best Practices Global Benchmarking Council, Dallas (February 2005) Note: This was the highest rated presentation in the Council’s historyPeople Equity: Managing Strategic Value Conference Board, New York (May 2005)People Equity: The Hidden Driver of Quality Quality Progress Magazine (May 2005)The Hidden Driver of Quality: Employees and Leadership American Society for Quality, Seattle (May 2005)Performance Metrics, Management, and Quality Assurance Business Continuity, Security & Crisis Management Conference, New York (May 2005)Corporate Culture & the Law: What Every Firm Needs to Know Conference Board, Webcast (June 2005)Applying Metrics to Security International Security Management Association, Philadelphia (June 2005)Security ROI: Proving Your Departments Contribution to the Bottom Line International Society for Industrial Security, Orlando (September 2005) Note: This was the highest rated presentation of the conference
  • JT Kostman, Ph.D.Best Practices for Measuring, Managing and Maximizing Your Investment in Human Capital Plenary Session: Hawaii Society of Human Resource Management (October 2005)Something Wicked This Way Comes: Why Corporate Crises Will Continue to Become Increasingly Prevalent Business Council of the American Society for Industrial Security (October 2005)Leadership in Times of Crisis, Chaos and Chance Ethics Officers Association Annual Conference, San Antonio (October 2005)Best Practices for Measuring, Managing and Maximizing Your Investment in People Equity Northeast Human Resource Association, Providence (November 2005)Quantifying Security’s Contribution to Organizational Objectives American Society for Industrial Security, Webcast (January 2006)From Cost Center to Profit Center: The Transformation of HR Society for Human Resource Management - Sussex/Warren Chapter (April 2006)Something Wicked This Way Comes: Why Corporate Crises Will Continue to Become Increasingly Prevalent Sharing Innovation and Vision: Protecting Assets in a Complex Time, Boston (April 2006)Security ROI: Proving Your Departments Contribution to the Bottom Line Conference Board; Business Continuity, Security & Crisis, New York (May 2006)Reinventing Employee Surveys: Strategic Measurement Tools for Managing Talent and Strategy Execution Institute for Sustainable Enterprise, Center for HR Management Studies, New Jersey (May 2006)Security ROI: Proving Your Departments Contribution to the Bottom Line American Petroleum Institute Security Committee, Washington DC (June 2006)The Engagement Myth: Why Employee Engagement Initiatives Consistently Fail to Deliver Promised Results
  • JT Kostman, Ph.D. Society for Human Resource Management – Annual Conference, Washington DC (June 2006)Resilience in the Financial Services Industry BITS Financial Services Roundtable, Washington DC (July 2006)Measuring, Managing and Maximizing your Investment in Human Capital Society for Human Resource Management - Northern Kentucky Chapter (September 2006)Essential Service or (Un) Necessary Evil: Research on the Value of Security Services ASIS International National Conference, San Diego (September 2006) Note: This was the highest rated session at a conference of over 30,000 participants and 200 speakersSecurity Best-Practices Benchmarking Study American Society for Industrial Security (September 2006)Strategies for Success: Aligning People with the Goals of the Organization Keynote Speaker, Society for Human Resource Management, Hawaii (October 2006)Winning the Unwinnable War for Healthcare Talent Healthcare Talent Breakfast Seminar, University of Pennsylvania (October 2006)The Value of Resilience: Enhancing Security and Shareholder Value Council on Competitiveness, New York (October 2006)Essential Service or (Un)Necessary Evil: Research on the Value of Security Services American Society for Industrial Security Business Practices Council (February 2007) Note: This was the highest rated presentation of the conferenceMeasuring, Managing and Maximizing your Investment in People Equity Society for Human Resource Management – Kentucky Blue Grass Chapter (March 2007)
  • JT Kostman, Ph.D.From Maui to the Mainland: Insights on Talent Management from the Hawaiian Islands Society for Human Resource Management – Cincinnati Chapter (March 2007)Metrics and the Value of Security and Business Continuity: Proving the Business Case Conference Board – New York (May 2007)Essential Service or (Un) Necessary Evil: Research on the Value of Security Services American Society for Industrial Security – Business Practices; Denver (May 2007)The Engagement Myth: Why Employee Engagement Initiatives Consistently Fail and What To Do About It Business 21 Publishing; Audio Conference (June 2007)The Perfekt Fit: A New Perspective on Employee Selection Northeast Human Resource Association, Annual Meeting (October 2007)Essential Service or (Un) Necessary Evil: Research on the Value of Security Services American Society for Industrial Security – Northern New Jersey Chapter; Denver (November 2007)Motivate Employees to Make Your Business Their Business Kiplinger Magazine; Webinar (November, 2007)Leadership in Times of Crisis, Chaos & Change Society for Information Management; Philadelphia (February, 2008)Leadership in Times of Crisis, Chaos & Change Temple University Fox School of Business MBA Program / Federal Reserve Bank of Philadelphia (February, 2008) Note: This was the highest rated presentation in the history of this seriesLeadership in Times of Crisis, Chaos & Change
  • JT Kostman, Ph.D. Board of Governors of the Federal Reserve Bank Conference for Community Affairs Officers (September, 2008) Leadership for Turbulent Times Applied Brilliance Conference; Keynote Speaker (October, 2008) Road-Tested Activities for Success ASTD Handbook for Workplace Learning Professionals (Two Chapters Submitted June, 2010; in press)REFERENCESBret Weinshank, M.S. Stephen Hart, M.A. John Lingle, Ph.D.PriceWaterhouseCoopers Federal Reserve Bank of Philadelphia Metrus GroupSenior Associate Assistant VP, Human Resources Principal ConsultantO: 646.471.3000 O: 215.574.6535 O: 704.894.9955C: 516.642.9913 C: 215.514.4792 C: 704.609.2221E: bweinshank@aol.com E: Steve.Hart@phil.frb.org E: JohnLingle@gmail.com