The Lindmand Group - David B. Workman

David Workman is the founder of The Lindmand Group and has extensive consulting experience in competency-based approaches to individual, team and organizational development. His expertise includes leadership and organizational development, succession planning, performance management, researched-based selection, creating high performance teams and executive coaching. As a specialist in executive and organizational development, David has provided consulting services to a variety of international, private and public organizations, throughout Europe, Asia and the Americas. Prior to founding his own consulting firm, David held senior leadership roles at Walt Disney World, and has had assignments as the senior vice president for human resources at Piedmont Airlines, Inter-Continental Hotel Corporation, and Marriott In-Flight Services. He has developed numerous models including The FOCUS Model™to increase organizational effectiveness by linking competency-based processes and HR systems. In 1992, he began integrating tools from the research-based LEADERSHIP ARCHITECT® Suite of Tools and is a Master Certifier for the Suite. David has also been personally involved in the research on Talent. Talent is usually considered the people who are in the upper 10 percent of what they do. To be good at anything requires some knowledge, skills and technical know how. Both the best and the rest have that. One thing that separates the best from the rest is the ability to adjust, adapt, respond to, and be resourceful in the face of change. He is a frequent guest lecturer and speaker on leadership development and the changing role of leaders. He is an advisor to the State Service Commission of New Zealand and The Office of the Public Commissioner of Queensland Australia. David was educated at the University of California at Los Angeles (UCLA), the University of Southern California (USC) and The New York School of Industrial and Labor Relations (Cornell). His focus is to help individuals, leaders, teams and organizations build capabilities, develop needed competencies and align people and operational practices to strategy. He uses a competency-based approach because it offers a clear and integrated set of dimensions against which present and future performance can be measured.