Christopher R. Groscurth, Ph.D., ACC 1933 S. State St. Unit 4 Mobile:

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1 Christopher R. Groscurth, Ph.D., ACC 1933 S. State St. Unit 4 Mobile: Chicago, IL c.groscurth@gmail.com SUMMARY Senior HR/organizational effectiveness consultant, coach, and subject matter expert. Ten years of progressive experience across diverse industries, non-profit, education, and Fortune 500 clients. Proven track record of directing projects, developing talent, growing business, and serving as a strategic advisor in architecting talent management, leadership, change management, and assessment programs and services that support improved employee engagement, retention, change readiness, and cultural alignment in complex and diverse organizations. PROFESSIONAL EXPERIENCE Gallup, Inc Present Senior Practice Consultant/SME Serves as strategic advisor to Fortune 500 leaders on leadership assessment and talent management solutions. Provides executive-level coaching using Gallup s premier talent selection, development, and succession planning methodologies and tools including StrengthsFinder. Consults on leadership selection and development, individual and team assessment, organizational culture and effectiveness, and change management strategy to help drive client growth through people and employee engagement. Responsible for leading project teams of consultants to drive client impact and business development across healthcare, financial services, and non-profit clients. Generated $800,000 in client development in first quarter of 2014, expected to exceed $1.8M in Directs Gallup s global leadership strategy and provides thought leadership around leadership selection, development, executive coaching, and succession planning. Leads and mentors junior consultants and provides coaching, mentoring, and performance related feedback to improve individual and team effectiveness. Trinity Health A leading Catholic health care system spanning ten states and employing more than 65,000 associates Lead Consultant (Director-Level), Culture, Change & Engagement 2012-Present Directed a team of four consultants through the design, development, implementation, and evaluation of a culture, change, and engagement area of expertise in support leadership development across a 100,000 employee healthcare system. Led financial and operational planning to establish, manage, and forecast system-wide budget for safety and employee engagement services (approximately $750,000 annually), including managing, negotiating, and providing oversight of external vendor contracts. Developed plan to reduce cost of survey activity by $1.9 M over three years. Directed associate engagement metrics strategy, under limited supervision of the system VP of Talent Management, to align and integrate services with talent acquisition, talent development (corporate university), and performance management shared services. Communicated strong executive presence in serving as a trusted leader, advisor, executive coach, and strategic business partner in diagnosing, resolving, and measuring impact of large scale culture alignment, change enablement, and employee engagement initiatives, including HR transformations, clinical integration, technology implementation, process redesign, and patient safety initiatives. Certifications earned: Certified Culture Transformation and Change Leadership Facilitator, Trinity Health; High-Impact Learning Trainer, Advantage Performance Group; International Coach Federation Accredited Coaching Certification, Blue Mesa Group; Change Management Certification, Prosci, LEAN for leaders, Trinity Health. Associate Certified Coach (ACC), International Coach Federation. University of Michigan, Ann Arbor Center for Research on Learning and Teaching Assistant Director Directed and developed project teams of instructional and organizational developers to design, develop, and evaluate instructional and organizational development programs for university leaders, faculty, post-doctoral research fellows, and graduate teaching assistants in support of system-wide culture transformation objectives across all academic schools and colleges.

2 Served as a subject matter expert on the design and delivery of services related to adult learning, multiculturalism, instructional design, and evaluation research methodologies and strategies. Led and managed budgets for continuous improvement in learning and development programs resulting in a 20% improvement in university-wide program quality over a two year period. Developed and managed complex relationships with university leaders and key stakeholders to coordinate and integrate programs and services, and to advance strategic university priorities. Consulted and coached faculty and university leaders on curriculum development, instructional design, career development, and large change initiatives to promote a culture of instructional excellence. Led efforts to increase accessibility and delivery of professional services using e-learning and blending learning experiences. Results published in peer-reviewed journals and an edited book with Stylus Press (copies available upon request). UNIVERSTIY OF GEORGIA, DOCTORAL RESIDENCY Below is an overview of research, consulting, and educational programs I led while in residency Southern Center for Communication, Health & Poverty A $3.5 Million research center funded by the Centers for Disease Control and Prevention Senior Research Associate Managed and developed junior associates to design and develop and approach for assessing cultural competence and health literacy across the state of Georgia. Responsible for developing and assessing targeted health messages for low income and spiritually diverse audiences across the state of Georgia. Conducted knowledge assessments using in-depth interviewing, focus groups, and survey methods; managed the analysis of quantitative and qualitative data and produced research reports for expert and lay audiences. Published research reports in Public Understanding of Science. The American Red Cross Consultant Directed strategic HR/OD project to align regional diversity and inclusion efforts in the area of disaster relief training and development in support of volunteer readiness. Consulted with HR and emergency preparedness leaders to develop process for evaluating diversity relations and training efficacy. Interviewed regional and national executives, Hurricane Katrina disaster relief managers, and volunteers about diversity management and change management training practices. Recommended evidenced-based training interventions to achieve organizational D&I objectives. Education Projects Instructor Designed, developed, and served as instructor of record at the University of Georgia in the Franklin College of Arts and Sciences. Developed undergraduate and graduate course curriculum for Business Communication, Organizational Identity: Communication & Culture, Interpersonal Communication, Team Communication. Led graduate student mentoring program and workshops to develop first-year graduate student instructors. EDUCATION University of Georgia, Ph.D. (2008) Human Communication Processes in Organizations Western Michigan University, BA (2002), MA (2004) Interpersonal/Intercultural Communication Professional Affiliations International Coach Federation (2012-Present) Associate Certified Coach Association of Change Management Professionals (2012-Present) National Communication Association ( )

3 Christopher Groscurth Question: Describe a project or initiative that you managed that highlights your ability to think strategically, identify problems and make business decisions. Answer: As a strategic advisor and subject matter expert with the Gallup Organization, I am paid to help executives think strategically about human capital and organizational effectiveness issues, to diagnose problems with reliable data and analytics, and to make business decisions to maximize performance. I am currently leading a project with a Fortune 100 executive client, helping their executive team objectively diagnose the strengths and weaknesses of their organizational culture. I have led this four-month client engagement with a team of seven senior consultants who have collected data using surveys, in-depth interviews, focus groups, and on-site observations to diagnose key cultural performance barriers. My role is that of a strategic architect and coach to the executive team on what business decisions will help them strengthen their culture and improve financial performance based on our analysis. Describe a situation in which you worked on a team with differing viewpoints, backgrounds, cultures and how you handled conflict and helped the team reach agreement. Answer: I am leading a research and development project with a team of consultants from India, Singapore, China, and the United States. The goal of this project is to build consensus around a new product launch, and to maximize the points of view, expertise, and needs of customers across these diverse global regions. My approach is to apply principles of change management to engage key stakeholders, build trust among members of the team, and to maximize the input and expertise of all stakeholders. When conflicts arise I assume the role of referee, weighing arguments on all sides but taking decisive action that is in the best interest of my relationships with the individuals involved, as well as the organization as a whole. When it comes to conflict and organizational complexity, people and relationships matter most. Ideas should be debated and respectfully critiqued. And decisions should seek to maximize resources and results for the greater good of the organization, our customers, and service of our purpose. My demonstration of these principles in practice has served me well in my career in building followership and getting results with others. Give an example of how you demonstrated creativity, originality and innovation to initiate an organizational change and/or moved a team project or initiative forward. Answer: A picture is worth a thousand words when it comes to organizational change. A few years ago I was working with a team of healthcare executives who were stuck and having trouble executing their strategic plan. The problem was the result of mistrust, fear, and uncertainty about the future. My creative intervention was to break the group into small teams, intentionally pairing leaders who would have to work together to successfully execute their strategic plan, and challenged them to literally paint a picture of success. The teams worked together using a variety of art supplies to produce a collective image of their desired future for the organization. Each team presented their picture to the larger group, reflected individually, and discussed insights as a group. This exercise helped break up familiar patterns of communication about the strategy and the barriers ahead. The result was that the team identified new action steps, new forms of collaboration, and alternatives for overcoming some of the challenges of fear and uncertainty that, otherwise, may not have emerged through conventional discussion and analysis.

4 Describe an experience in which you took initiative to serve as an ambassador and/or spokesperson for the ICF and/or the coaching profession. Answer: As an internal consultant, I helped design an internal coaching program which had--at its core-- an ACTP learning component and path to ICF credentialing. In making the business case for this to leaders in a large non-profit organization, I presented compelling arguments and research to justify the investment in professional coach education and credentialing. By educating leaders outside of the HR/coaching profession about the role that a mature coaching program can play in maximizing human capital and business results, I was able to secure executive sponsorship for standing up our internal coaching area of expertise. I am certain that these results would have been possible were it not for my sincere belief in the transformational power of coaching, and my commitment to the professionalization of coaching as both art and science. Tell us the one thing we should know about your leadership strengths. Answer: My leadership Strengths (as measured by Gallup's Clifton StrengthsFinder and validated through my professional experience) lay in the realm of strategic thinking. I lead with strategic, ideation, intellection, futuristic and input. These Strengths allow me to see information in ways that others typically do not. These Strengths also enable me to see possibilities for organizations that others miss. I am also a maximizer. I work tirelessly to make the most of every project that I commit to. The ICF Board has identified the following capabilities and experiences as necessary for successful Board service: Ethics and ethical decision making Government regulatory compliance Legal responsibilities of nonprofits Boards Global awareness/experience/mindset Financial management and budgeting Research/innovation in the application of science, practice and education Creating strategic partnerships and having an outward looking view Practiced leadership experience, including involvements of other Boards Social responsibility

5 Describe highlights and specific examples of your experience and capabilities in at least two of the above areas. Answer: Global awareness/experience/mindset. I dedicated my doctoral studies to more deeply understanding the relationships between human communication and culture, and the implications that those relationships have on organizations. My fascination with human behavior drives me to better understand how to improve the human condition through increased self-awareness, collaboration, and development. I have conducted and published peer-reviewed research on the complexities of culture and communication in an effort to improve social justice and the human condition. I have designed courses, seminars, and coaching interventions to refine my practice and educate university and adult learners. Finally, I received my doctorate in human communication studies from the University of Georgia in 2008, and I now serve as a strategic advisor to leaders around the world, helping them to make a positive difference in the lives of those they lead. Financial management and budgeting. I believe in financial stewardship of resources. My experience as a leader in a large non-profit organization gave me key experiences around managing the financials in a non-profit environment. I have managed budgets in excess of $1MM (USD), negotiated large contracts with third party organizations, and have experience making difficult financial trade-offs and justifying those decisions to key stakeholders.