Judith Gail is an experienced organization development leader with over 20 years of experience facilitating organizational change through leadership development, culture change, and diversity and inclusion efforts. She has worked with various organizations in both the private and public sectors to design learning and development strategies, assess organizational culture, and implement change initiatives. Her background includes roles as a director of organization development, diversity and organization effectiveness coach, and adjunct professor teaching topics related to leadership, change management, and diversity.

1. Judith Gail
208 14th
Place NE
Washington DC
313-598-4914
Judithgail@rocketmail.com
www.linkedin.com/pub/judith-gail/17/a89/2ab/
Professional Profile
 Accomplished core organization development leader grounded in the applied behavioral
sciences at all levels of an organization: individual, group and system.
 Extensive experience in change management, leadership development, strategy
alignment, talent management, and succession planning.
 Strong background in facilitating organization change with senior executives, and at the
department and unit level.
 Specifically fluent in the theory and practice of organizational design, root cause analysis,
organizational assessments & metrics, learning & development, strategic management,
culture change, diversity, and inclusion efforts.
EDUCATION & Certifications
Education:
 Masters of Science, Organization Development and Change, (MSOD) from the
American University, Washington, DC, 2002
 Bachelor of Business Administration, (BBA) William Tyndale College, Farmington
Hills, MI, 1999
Certifications:
 International Gestalt Organization & Leadership Development Certificate, (iGold),
Global, current - 2015
 Certified Leadership Coach. The Leadership Circle Profile, Toronto, ON, 2010
 Diversity & Organization Development Certificate, NTL Institute for Applied
Behavioral Science, Arlington, VA 1996
 Zenger-Miller Leadership, Detroit, MI 1996
PROFESSIONAL EXPERIENCE
National Center for Healthcare Leadership - October 2012 – Current
Diversity & Organization Effectiveness Coach & Strategist
 Collaborated with the HR departments of each hospital system to design a talent
management process leading to pipeline development for high potential internal and
external candidates.
 Executive coach to C-suite leadership on team enhancement, union engagement and
goal accomplishment on diversity objectives.
 Authored feedback and assessment reports.
 Assessed gap analysis on from assessment results and led intervention strategies for
gap closures.
Sodexo USA, Inc. - January 2011 – October 2012
Director, Organization Development

2. Judith Gail CV
 Engaged healthcare system in its first organizational survey developed to assess
employee perceptions and experiences within the system. Results used to re-assess the
strategic direction of the system’s priorities within the corporate strategic plan.
 Strategist for C-suite (top sixteen) to align system strategic diversity plan with individual
leader performance.
 Collaborated with Human Resources on recruitment and talent management strategies
for hiring and retaining diverse candidates.
 Worked at all levels of the system to design a diversity based learning curriculum to meet
the core diverse competency needs of the organization.
 Led organization change initiatives focused on diversity departmental strategies.
 Co-designed process for talent management pipeline development, and succession plan
strategies for diverse high potentials.
 Led senior leaders in the development of their departmental goals and strategies.
 Co-leader of traditional and eLearning design team responsible for web-based training &
classroom development.
 Co-developed application strategies for numerous award submissions.
National Center for Healthcare Leadership - February 2007 – January 2011
Diversity & Organization Effectiveness Coach & Strategist
 Responsible for the execution of pre and post quantitative and qualitative assessments
and the analysis of assessment metric results leading to the implementation of
recommendations for organization diversity change initiatives.
 Provided coaching, facilitation, team development, whole systems analysis, process
reengineering and organization development services in consultation with executive
leaders and senior managers to implement organization improvement initiatives and
assure alignment with the organization’s diversity strategic plan.
 Led the development of diversity leadership strategies across multiple healthcare
systems.
 Developed and led specific cultural competence training needs for clinicians based on
government CLAS standards.
 Facilitated leaders at all levels in the development of their individual leadership plans
ensuring goals were aligned with organizational change & diversity & inclusion
imperatives.
Organization Development Practitioner, specializing in change management, organization
effectiveness, culture change, diversity & inclusion, performance improvement inclusive of metrics, learning
and development, talent management & succession planning
June 2002 – February 2007
 Designed and conducted sessions for senior ranking military leaders of the United States
Air Force, Business Development division’s Diversity Roundtable.
 Consulted across multiple industries on creating learning organizations through the
design of curriculum development based on organizational core competencies.
 Originated and implemented two-year diversity training curriculum with the senior
leadership of the state park system of Michigan to address their succession planning
initiatives and talent management strategy. In addition, designed strategies that affect
inclusion/exclusion issues at all levels of the organization purposely focused on hiring
and retention goals.
 Lead diversity designer and trainer for 100 national leaders of major University’s
worldwide distance learning centers.
 Aligned learning & development strategy for the customer service & satisfaction division
of large airline corporation with the organization’s strategic plan.
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3. Judith Gail CV
 Designed strategic process for talent management and succession planning initiatives
that drew on industry best practices and organizational staffing needs for several
companies.
 Designed and facilitated programs for the learning curriculums of multiple organizations
looking to add capacity to institutional knowledge.
 Trained & facilitated the development and implementation of self-disciplined (leaderless)
work teams that aligned operating goals with organizational and departmental mission.
 Designed and facilitated organizations through strategic planning process leading to
goals and priorities that are intentionally aligned to the organizations’ mission.
 Facilitated and co-designed leadership development strategy for C-suite executives and
2nd
tier leaders at large major non-profit. Facilitated the reorganization of executive and
middle management staff roles.
 Experiential trainer and facilitator including outdoor ground initiatives, low and high ropes
courses as a strategy for individual, team and leadership development.
Henry Ford Health System - January 1999 – June 2002
Director, Organization & Leadership Development
 Consultant to executive leadership team on issues of change relating to improvement of
recruitment & retention strategies, diversity & talent management, training and
development, organizational structure, strategic planning, and human resources.
 Led corporate diversity council process and the development of the council’s strategic
strategies that addressed inclusion issues that aligned business goals to the
organization’s multi-national workforce and patient population.
 Managed team through the development of a strategic plan that better aligned
organizational strategies to the diversity within the supplier community.
 Led the corporate strategy design that focused on relationship building between
executive leadership and employee network groups.
 Managed the training curriculum design and train the trainer process for staff.
 Designed and facilitated leader retreats to address organizational growth strategies
specifically talent management initiatives and succession planning models leading to
candidate identification, assessment, and onboarding.
 Designed leadership development, team engagement, and other process needs as
required for leaders in multiple departments throughout the organization.
 Directed and designed organizational processes that addressed system challenges: e.g.,
teams, conflict, coaching, and cross-functional collaboration.
 Served as an advocate and liaison to external audiences, including the media,
community and civic organizations and other key stakeholders
 Provided support and strategic leadership to diverse constituencies throughout the
system resulting in improved cross-functional relationships.
 Collaborated with Public Affairs, Government Affairs and Marketing to create a consistent
and on-going urban marketing and communications program to heighten organization’s
visibility and identity within the community. Collaborating with marketing department
planned customer growth strategy focused on improved community relations.
 Led and managed staff.
MichCon Gas Company - May 1992 – December 1995
Organization Development & Change Specialist
 Team member on whole system culture change initiative targeting reorganization of
company processes, retooling staffing strategies, and leadership development.
 Member of launch team directed by CEO to design and launch the Organization
Development division for 3500 member organization.
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4. Judith Gail CV
 Designed numerous training interventions, programs, and classes based in adult learning
theory.
 Internal consultant to organizational leaders on all organizational effectiveness needs.
 Responsible for the design of learning curriculums that focused on skill building,
knowledge awareness, and group dynamics.
 Executive coach to senior executives.
 Led employee satisfaction interventions designed to address issues of employee
satisfaction. Increased satisfaction from 37% to 100% satisfied within 6 months.
 Facilitated organizational change management and planning meetings between
executive and union leadership.
 Designed and facilitated offsite retreats for leaders and their staffs across the
organization that focused on team engagement, strategy development and conflict.
 Managed department budget.
ACADEMIC & Business HONORS & AWARDS
 Innovators Award, The National Center for Healthcare Leadership
 Summa Cum Laude Graduate, William Tyndale College
 The Hal Kellner Award for Social Justice, American University
Publications
 Gaily’s Corner Blog – www.gailyscorner.com
 Leadership in a Global and Multicultural Society, Shriberg & Shriberg. Chapter 3;
Practicing Leadership: Principles and Applications, 4th
Edition: Co-Author
ACADEMIC Teaching
 Adjunct Professor, Wayne County Community College, Detroit, MI
 Designer & Trainer, NTL Institute for Applied Behavioral Science (NTL)
 Learning Community Facilitator in Group Dynamics, MSOD Program, School of Public
Affairs, American University, Washington DC
Speaking Engagements
 Keynote Speaker, Bon Secours Healthcare System, Corporate Diversity Council’s annual
meeting. October 2011. Topic: Connecting the Heart and Head of Diversity Leadership
 Roundtable Discussion Presenter – Diversity Rx Conference – NCHL Leadership
Demonstration Project: Best Practices & Challenges. October 2010
 Speaker for Duke University’s and Artist in Residence, Dante J. James class, June 2008,
Adapting Literature and Producing Film: The role of Diversity in producing Literature &
Film
 American Business Women’s Association dinner. Keynote speaker, May 2004. Topic:
Leadership and Change Management Best Practices for Women Leaders
Professional Affiliations
 National Diversity Council, member
 NTL Institute for Applied Behavioral Science (NTL), member and faculty
 Organization Development Network (ODN), member
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