Inspiring strategic transitions for individuals, teams and organizations has been a hallmark of how David approaches many situations and challenges.  For many, change creates an excessive level of uncertainty, anxiety and even fear of the unknown. Over his 25 years in Marriott and 20 years in consulting, his intuitive skills combined with his broad knowledge have served him well in mapping strategic transitions for himself, others and organizations.

With his passion to assist others to reach a higher level with in their potential, David committed to sharing his insights through writing his first book. Being at the forefront of understanding what employers are searching for in the new definition of “A” level talent, he has captured the concepts that apply to all generations in the workplace.  Leveraging his insights to the future of what is required to maintain employability in today’s global market; he shares his research and understandings so others can more readily make strategic and tactical transitions in their careers.

David has practiced this throughout his own career.  With the guidance of a few significant mentors and a supportive wife and family, his corporate career was divided into five key areas: field operations account management, training and development leader, mergers and acquisitions, sales and marketing executive and human resources executive. These career shifts, prior to acquiring and owning a Strategic Management consulting firm were punctuated with acquiring a masters in business , a masters equivalency in psychology and a doctorate in adult learning and leadership. Today, as in the past, he remains committed to lifelong learning and approaches all situations from a critical thinking model.

In 1992 he and his wife Melanie acquired an existing consulting firm which became the focus of his passion for understanding how and why a few individuals could handle dramatic unplanned career change, while most required significant counseling support to move forward. His research, along with the countless support of his consulting team, gave him new insights to understanding the trauma that many perceive as they face new and different environments.

We are and all will face a scarcity of employment opportunities.  For many we resist change and do not see our way through a transition successfully. Of the various types of change from imposed, informed, involved or self initiated, only the last one is the least traumatic with the highest potential of self success.  In his book, The Four Pillars of Employable Talent, he shares the fundamentals of remaining employable.  He hopes these insights will inspire you and others, to navigate future career strategic transitions successfully.