CULTURAL TRANSFORMATION AND EMPLOYEE ENGAGEMENT
CONSULTANT
WE'VE DONE AWAY WITH
TRADITIONAL CULTURAL TRANSFORMATION
PARADIGMS
EXTERNAL vs INTRINSIC STRATEGIES
Is Your Cultural Transformation Strategy Control-Based or Intrinsic-Influence Based? A trauma-informed approach requires that you play to intrinsic aspects of individuals in order to influence a powerful trauma-informed and trauma-resilient culture.
INTRINSIC-INFLUENCE STRATEGY
Intrinsic influence is defined as what is "inherent, innate, inborn, inbred, and natural" to an individual. By definition, intrinsic influence leverages the diversity of human experiences, values, and innate talents.
Employee engagement and transformation based on intrinsicality are the foundation of influence that ensures sustainable outcomes and a commensurate return on investment.
COVERT EROSION: THE SILENT DISRUPTOR THAT'S ERODING YOUR CULTURE
The Silent Battle
Employees are fighting a silent battle nobody else knows about and they aren’t talking about it in exit interviews. A significant section of the country was silently grappling with pre-pandemic histories of sexual assault, domestic violence, childhood trauma, and abuse. For this population, the pandemic was re-traumatizing.
Over 70% of respondents to a 2019 World Health Organization Survey had experienced at least one traumatic life event.
Repercussions
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14% Intimate Partner or Sexual Violence
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34.3% Accidents or Injuries
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22.9% Physical Violence
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13.1% War-Related Violence
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34.1% Unexpected or Traumatic Death
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35.7% Witnessed Trauma
​The repercussions of that trauma influence employee perspectives, perceptions, decision-making, and professional relationships.
Cultural Implications
Unless an organizational culture is conducive to trust, leadership will never know what's truly behind the Great Resignation. Because they don't turn off their lives when they enter the organizational doors, emotional trauma from sexual assault, domestic violence, childhood trauma, and abuse influence their perspectives, perceptions, decision-making, and relationships. Unless your culture is conducive to trust, leadership will never know shy strategic initiatives are failing.
EXPERIENCE THE
DYNAMIC DIFFERENCE
Leadership
Whose Apple Dynamic’s leadership and executive development coaching and training challenge and empower leaders to recognize, root out, and disarm emotional minefields before they sideline productivity and stifle strategic progress.
Teams
We equip employees with formidable tools that empower individual change that results in sustainable outcomes for personal well-being and organizational productivity.
DR. LINDA F. WILLIAMS
Dr. Linda spent almost 37 years with the federal government facilitating compliance oversight for nutrition assistance programs with an annual budget in excess of $70 million. She was also a Financial Management Analyst overseeing a budget in excess of $6 million dollars allocated to six states. During her tenure, she acquired two degrees. After retirement, Dr. Linda completed her doctorate at Capella University.
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​EDUCATION I CERTIFICATIONS I AWARDS
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Doctor of Social Work (Public Service Leadership)
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Master of Social Work (Advanced Clinical and Macro Practice)
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Bachelor's Degree (Organizational Leadership)
QUALIFICATIONS
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Certified Executive Coach
Lived-Experience as a Trauma Survivor -
Trained in Advanced Clinical Psychotherapy​
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Trained Psychotherapist I Certified Executive Coach
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10-Years in Labor-Management Leadership
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37-Years in Federal Public Administration
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Award-Winning Change Agent
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(37-Years in Federal Public Administration I 10-Years as Labor-Management Leader​)