• Program Design & Coordination: Developed a structured remote-work readiness framework aligned with national workforce best practices, ensuring scalability and measurable outcomes for rural communities.
  
• Training & Curriculum Development: Delivered a customized curriculum that included resume development, virtual job search strategies, interview preparation, and digital communication skills—empowering participants to confidently compete for remote roles across industries.
  
• Employer Partnerships: Built relationships with three global employers to establish direct hiring pipelines, ensuring participants had access to legitimate and sustainable remote positions.
  
• Talent Matching & Referrals: Designed an internal referral and placement process to efficiently connect qualified candidates with verified remote opportunities that matched their skills and interests.
  
• Virtual Hiring Events: Hosted and facilitated virtual job fairs that connected residents directly with hiring employers, increasing visibility for both candidates and the community as a reliable source of remote talent.
  

• Developed a Workforce Model: Designed and launched a comprehensive remote worker program that continues to serve rural residents seeking long-term employment and career advancement.
  
• Leveraged Workforce Funding Partnerships: Secured collaborations with the New Mexico American Job Center and Vocational Rehabilitation Services, aligning the program with WIOA funding to ensure participants could receive training and employment support at no cost.
• Expanded Access to Training and Credentials: Partnered with Saylor Academy to provide free online training and upskilling opportunities, enabling participants to earn fully digital, shareable certificates recognized by employers nationwide.
  
• Connected Residents to Real Jobs: Linked job seekers directly with verified, reputable remote employers across industries during a critical economic period—helping residents gain stable income while working from their rural community.
  
• Expanded Employer Engagement: Established relationships with multiple global employers to support ongoing remote job placements.
  
• Elevated Community Reputation: Strengthened the city of Clovis’ position as a forward-thinking Smart Rural Community, nationally recognized for leveraging fiber internet and remote work innovation.

• Program Design & Implementation: Directed the design and delivery of six new professional development courses focused on presentation skills, critical thinking, building influence, stakeholder management, and other core leadership competencies.
• Vendor & Partnership Management: Oversaw multi-million dollar vendor relationships to ensure quality, cost efficiency, and alignment with Citibank’s brand and compliance standards.
• Facilitator Transition Strategy: Led the successful transfer from vendor-led facilitators to internally certified Citibank facilitators, ensuring long-term scalability and sustainability.
• Pilot Coordination & Certification: Managed pilot sessions and global facilitator certifications to ensure consistent delivery quality across all regions.
• Cultural & Linguistic Adaptation: Streamlined course content for international audiences and managed translation into Japanese, Simplified and Traditional Chinese, Spanish, Portuguese, and Thai to ensure cultural relevance and inclusivity.
• Virtual-to-In-Person Transition: Conducted surveys to assess employee readiness for in-person learning and successfully supported the first post-pandemic in-person delivery pilot, setting the standard for hybrid learning at Citibank.

• Regulatory Compliance Achieved: Successfully relaunched the global professional development portfolio in accordance with consent order requirements.
• Scalable Global Deployment: Six courses launched across multiple regions, impacting thousands of employees worldwide.
• Cost Efficiency & Sustainability: Transitioned facilitation from vendor-led to internal trainers, reducing long-term delivery costs while maintaining quality.
• Enhanced Learning Accessibility: Delivered fully translated, culturally tailored content to employees across five continents.
• Operational Innovation: Supported Citibank’s first in-person pilot following the pandemic, shaping the organization’s blended learning strategy for future rollouts.

• Workforce & Role Assessment: Interviewed team members and reviewed daily operations to identify mismatched responsibilities and communication breakdowns.
• Skills Gap Analysis: Assessed employee strengths, behavioral tendencies, and comfort levels using a people-centered, counseling-informed approach.
• Process Mapping: Examined how rent collection, tenant communication, and record-keeping were being managed to uncover inefficiencies and missed opportunities.
• Coaching & Recommendations: Advised the owner on restructuring roles based on natural skill sets and provided coaching on conflict-avoidance behaviors and communication best practices.

• Improved Role Alignment: Through working with Elite Business Performance, the owner restructured his organization, reassigning responsibilities to align with employee strengths and confidence levels. 
• Enhanced Communication & Accountability: Implemented new communication expectations and processes for rent collection and tenant follow-up, reducing overdue balances.
• Restored Cash Flow: By clarifying roles and improving employee engagement, the company strengthened its accounts-receivable processes and improved revenue stability.
• Employee Retention through Redeployment: Instead of replacing staff, the owner retained trusted employees while realigning them into positions that matched their skills maintaining morale while boosting performance.

• Rapid Workforce Research: Collected timely, actionable feedback from local employees on stress, safety, financial stability, and motivation.
  
• Behavioral Analysis: Interpreted results through a worker-centered, emotionally intelligent framework to identify barriers to engagement and morale.
  
• Employer Education: Delivered a webinar teaching employers how to apply Maslow’s Hierarchy of Needs to employee motivation, communication, and retention during crisis.
  
• Community Collaboration: Partnered with local chambers and economic development leaders to ensure survey insights informed community recovery planning.
  

• 88% of respondents were female; 11% male.
  
• 44% were essential workers still on site, 15% working from home, 22% furloughed or laid off, 6% had always worked remotely.
  

• 48% worried about their own or their family’s health.
  
• 22% cited financial challenges as their main concern.
  
• 75% said they would be nervous or afraid returning to face-to-face work.
  
• 53% felt masking and distancing would make their job more difficult or impossible.
  

• 43% wanted flexible or remote work options after reopening.
  
• Employees valued communication, compassion, and understanding most in supervisors.
  
• Top job priorities shifted to money and benefits, job security, flexibility, health, and safety.
  

• Findings informed local workforce and employer response planning.
  
• The employer webinar helped businesses implement compassion-driven leadership practices, improve safety communication, and boost employee confidence during reopening.
  
• The project strengthened relationships between Elite Business Performance, Clovis Economic Development, and the Chamber of Commerce, establishing a foundation for future workforce collaborations.
  

Case Study 5: Government Contractor & Employer Engagement Initiative

• Event Design & Coordination: Planned and executed the luncheon on behalf of CIDC, ensuring participation from key stakeholders including City Commissioners, the City Manager, and more than 70 contractors representing multiple surrounding states.
  
• Stakeholder Engagement: Facilitated meaningful dialogue between government contractors and local leaders, highlighting opportunities for partnership and identifying shared priorities that could strengthen the local defense ecosystem.
  
• Community & Economic Focus: Positioned the event as a proactive step to sustain Clovis’s relationship as a strong local supporter for base operations and the surrounding business community.
  
• Employer Collaboration: Encouraged open discussion on workforce and housing needs, helping to inform city leadership of potential solutions that could drive long-term economic sustainability.

• Broad Stakeholder Participation: Successfully convened 70+ contractors and civic leaders, establishing a shared understanding of the region’s contractor ecosystem.
  
• Identified Workforce Gaps: Discussions highlighted workforce gaps, particularly concerning recruitment, retention, and housing for short-term project workers supporting Cannon Air Force Base. This has prompted the city to initiate conversations aimed at identifying solutions.
  
• Strengthened Community Collaboration: Fostered connections between local government, employers, and service providers to explore solutions for housing, hiring, and workforce pipeline development.
  
• Enhanced Economic Awareness: Increased visibility of contractor contributions to the local economy and reinforced the city’s commitment to supporting business growth.