1. Douglas M. Booker
5020 Indian Creek Pkwy, OP, KS 66207
913.232.0244 / doug@bookertraining.com
www.bookertraining.com
Linked In, Facebook, other Social Media sites
Authored (7) books: Four books on Individual/Organizational Leadership, one on Personal
SIGNIFICANCE, my little book on Faith & God, ‘TRIANGLES, COMPASSES and GOD’ and
most recently a novel, ‘The Old Man’.
SUMMARY of QUALIFICATIONS / COMPETENCIES
 ORGANIZATIONAL (CULTURE) LEARNING / DEVELOPMENT (15 years) –
Worked within models of all kinds; along with utilizing my own philosophy, framework and
strategies for OD. Lean Business and Quality experience; always with a total focus on
‘people-systems’ and gaining buy-in/consensus to ensure success. Lead and facilitate
visioning for long-term improvement; cultural assessment and instilling 'real learning' into
the organization. Understand theories, but value practical approaches to address real
behavioral change from top to bottom.
 EDUCATION / ADULT LEARNING (14 years) Served in management role (only
Department Head/Chair) in the Business and Management in University Adult-Learning
situation, Univ of Phoenix during initial four year start-up period. Hired, trained/certified,
mentored and ensured academic quality for initial 100 faculty members brought aboard.
Facilitate formal, credit courses – physical classroom & online, with three universities
(topics: Management, Leadership, OD, OB, Change Management, Quality, Critical
Thinking, HR, etc). Performed Advisor role with Webster University for one year currently.
Now faculty with four universities.
 LEADERSHIP / MANAGEMENT DEVELOPMENT (20 years) - Extensive personal
leadership and resource management experience/education - 14 years military officer and
subsequent private sector roles. Authoring book series on Leadership Development.
Senior-management/executive, mid-level and front line supervisory development.
Improving and changing sustainable leadership behavior, from top-to-bottom. Routinely
improved organizational morale, productivity and reduced turnover dramatically through
efforts.
 CHANGE MANAGEMENT (15 years) - Start-up experience / capabilities... As well as
ability, to facilitate/create positive and necessary sustained change. Utilizing sound theory
and practical expertise in working through leadership, champions and with people.
Achieved successful implementations through systemic transitions, fixes and behavior

2. change - individually and organizationally. Worked in nearly all phases of organizational
life, projects and stages from start to finish.
 CORPORATE COMMUNICATIONS (15 years) - Reinforcing, causing understanding
and ability to enhance organizational communication systems. Adept at working
successfully in corporate (or small company) atmosphere(s), focusing on enhancing
strong relationships to gain trust, clarify structure, improve internal communications
processes and increase productivity.
 COACHING – EXECUTIVE/ALL LEVELS (18 years) Individual, group, team and
executive staff coaching has been a fundamental piece of my consulting work for nearly
two decades. This experience has been with a wide variety of industries and individual
performance levels. Trust, Candor, Goal-focused along with strong Relationship skills has
made these experiences always productive/successful.
PROFESSIONAL Skills and Competencies:
 Culture Transformation (organization, team, staff, office, etc)
 Diversity understanding on all levels
 Human Resources and Manufacturing experiences
 Strong familiarity with DISC, Myers-Briggs, DDI, Leadership Authors; and Knowledge
Management
 Facilitating training and leadership development with leaders from senior to frontline;
successful in mentoring in one-on-one situations as well---extensive experience
 Taking ‘People, our most valuable Asset’ from a wall hanging / slogan, into reality
 Talent growth, planning and transitioning strategies for organizational leadership
 Hiring, growing and retaining people, small and large business situations
 Performance Management, Review and Evaluation processes
 Development of organizational leadership competencies, traits and/or dimensions for
measuring success. Transitioning leaders from directors to facilitators
 Strategies for taking leadership development from a ‘program’ to a lifelong ‘process’
 Adept and comfort with Executive-level facilitation, gaining buy-in, coaching and trust
 Relating to leaders and employees at all levels
 Communications, Problem-solving and Decision-making, from top-down to bottom-up
EDUCATION
2006-2009 Academic Adult Learning Training *(4) Universities
2005-2005 Ford Lean Process Training * Ford Motor Company
2004-2004 LEAD 2000 – Lafayette County / Community Leadership Program
2002-2003 Faculty Certification Training * University of Phoenix-KC
2000-2001 Lean Business Certification * University of Kentucky
1996-1996 Achieve Global Certification * Memphis University
1997-1997 Adult Learning Excellence Training * Arkansas State University
1995-1996 Advanced Management-MBA * Arkansas State University
1983-1986 Masters of Science, Management * Troy University
1975-1978 Bachelors of Science, Education * Central Mo State University
1973-1975 Associate of Arts * WMA & Jr College

3. EMPLOYMENT SUMMARY
OD, Change Management, Leadership Development, Booker Training Associates,
1994 - present
 Market, develop and facilitate results-oriented Change Management, Organizational
Development/Improvement and Leadership/Management processes with organizations
and industry.
 Designing plans and strategies to improve people, people-systems and productivity.
 Mentor, coach and advise business leaders - General Managers, CEOs and Plant
Managers, as well as frontline-supervisors and entire management teams.
 Reduce turnover, improving cultures, implanting sustainable change and increasing
productivity are goals achieved through mutual commitment, persistence and behavioral
change.
 Authored 3 books, TEACHING FISHIN’ / REBUILDING ON ROCK / The CONFERENCE
FOR LEADERS.
Faculty, Grad/Undergrad, (4) Universities, 2002-present
 (Undergrad/Grad Bus Management – classroom & Online modalities)
Executive Director, National HOPE Association, 2010
 Not for Profit organization focused on providing services (primarily transportation) to
disadvantaged people in rural counties in Missouri.
OD & Leadership Development Dir, FORD Motor Co, Kansas City, MO, 2005
 Responsible for development and implementation of organizational leader training and
people-systems and processes.
University of Phoenix – Sperling School of Business, Department Head/Campus
College Chair, University of Phoenix-KC Campus, 2002 – 2004
 Instrumental in beginning Campus Operations in KC, Academic Affairs.
 Department Head of Undergrad/Grad studies, full-time from 2003-2004.
 Instruct graduate and undergraduate students in business programs (online also).
 Interview, hire, train and mentor new faculty for Business-Management programs.
 Develop, revise and improve curriculum for programs of study.
 Developed training program for combination classroom/Online training certification.
Organizational Development Director, Delta Tool Box, Jonesboro, AR, 1995-1997
 Responsible for cultural change and all organizational development initiatives for company
employing 1200 workers, to include 175 salaried/management personnel.
 Develop and implement Leadership and Management development processes.
 Advise senior plant management on improving culture and all aspects of people-
development.
 Management of change strategies processes & learning; implemented new systems.
Vocational Education Manager, Arkansas, State Dept of Higher Ed. 1992-1994
 Developed vocational programs in area secondary school systems through coordination
with administration and assessment of student populations.
 Conducted career-counseling, vocational assessment and training to clients.
 Presented routine informational briefings to administrators, parents and students.
 Developed automated processes for tracking clients and performance criteria.

4. Military Officer, Army (Direct Leadership / Management roles) 1978-1992
*Military officer with positions of increasing leadership and resource management responsibility. Led
organizations in excess of 250 employees to include foreign nationals. Directed transportation
movements in support of Desert Storm operations. Managed facilities, logistics and budgets in excess
of $10 million. Extensive responsibility to plan, develop strategy and execute operations of major
significance employing hundreds of people, in crises. Developed curriculum and facilitated leadership
training for future military officers / leaders. Designed training program resulting in regional
recognition; individually recognized nationally as the Army’s Leadership Trainer of the Year (from
among 350 nominees nationwide), 1989. Retired as an Army Infantry Major in 1992
Graduate and Undergraduate Courses, Faculty, since 2000 (Online/Classroom)
ORGANIZATIONAL DEVELOPMENT AND CHANGE
FOUNDATIONS OF PROBLEM-BASED LEARNING
TRANSFORMATIONAL LEADERSHIP
MANAGEMENT: THEORY, PRACTICE & APPLICATION
ORGANIZATIONAL BEHAVIOR
MANAGERIAL COMMUNICATION
MANAGERIAL COMMUNICATION AND ETHICS
MANAGING CHANGE IN THE WORKPLACE
HUMAN RESOURCES MANAGEMENT
ORG DEVELOPMENT & CHANGE
CORP CULTURE AND ORG CLIMATE
ORGANIZATIONAL NEGOTIATIONS
QUALITY MANAGEMENT & PRODUCTIVITY
CONTEMPORARY ISSUES IN LEADERSHIP/MANAGEMENT
FOUNDATIONS OF PROBLEM-BASED LEARNING
MANAGING A BUSINESS ENTERPRISE
CRITICAL THINKING / DECISION-MAKING
HUMAN RELATIONS / ORG BEHAVIOR
CONTEMPORARY ISSUES IN AMERICAN BUSINESS
TEAMWORK, COLLABORATION, AND CONFLICT RESOLUTION
CULTURAL DIVERSITY
BUSINESS STRATEGY AND IMPLEMENTATION