John Inman Ed.M. PHR

Current

Leadership Development Manager at T-Mobile USA

Past

Organizational Development and Training Manager at Kah-Nee-Ta
Training Supervisor at Spirit Mountain
International Volunteer at LAICO - Aravind

Sr VP Marketing and Sales at First Pacific Corporation
Director of Marketing Programs at Placeware
Senior Executive, Business Development Director at Interactive Northwest Inc. (INI) (Sole Proprietorship)
Leadership Consultant and Coach, Process Facilitator at John Inman and Associates
Software Store Manager at Incredible Universe
Distribution Management at Biotechnology supply and chemical distributrion
Critical Care Medical Sales Rep at Bard Critical Care

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7 more...

Education

Fielding Graduate University
Oregon State University
Oregon State University

Oregon State University
Palo Alto High School

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2 more...

Recommended

26 people have recommended John

Connections

500+ connections

Industry

Management Consulting

Websites

John Inman Ed.M. PHR’s Summary

John Inman-Unlocking Wisdom to Lead in a Complex World

Leadership Mission:
There is no where to go and nothing to do except be of service.

Learning Mission:
Dedicated to the development of capacity and capabilities in adults for change and growth.

Human and organizational systems expertise:
* Process Facilitation: Unlocking the wisdom in groups through Focused Conversation, World Cafe, and other conversational frameworks
* Leadership: Leading in a Human Centric Organization based on living systems framework
* Management: Coaching to create high performance team members and teams
* Process: Quality fluent with expertise in structuring enterprises that deliver high levels of value to clients
* Team Building: Building high performance teams and operations
* Learning: Team member development using collaborative strategies
* Culture Development: Mission, Vision, Values, and Value Target development
* Communications: Conversational models to create trust, rapport, and learning
* Social, work, and learning styles: Developing trust and rapport and structuring teams based on work preference, learning style, and social style
* Service: Creating outstanding internal and external customer service
* Relationship Building : Developing relationships based on trust, rapport, and respect
* Business development: Councelor sales management and strategic partnering to create and keep customers
* Hospitality: Creating operations, teams, and team members that deliver high levels of hospitality to guests in the hospitality industry

Focus of work:
Conversational Leadership
Process Facilitation
Living/Organic systems
Sustainable systems
Conversational learning
Collaborative learning strategies
Learner centered, outcome based frameworks
Story telling
Leadership
Behavioral Coaching

John Inman Ed.M. PHR’s Specialties:

I have extensive experience in developing service & technology companies & specialize in systems thinking & conversational learning. I transform organizations by focusing on creating high performance team members working in a human centric organizational setting. I have over 15 years of operational & executive background.

John Inman Ed.M. PHR’s Experience

Leadership Development Manager

T-Mobile USA

(Public Company; DT; Telecommunications industry)

December 2006 — Present (3 years )

* Directly coach 100 leaders in high performance, fast change team culture.
* Expert on coaching to behaviors, behavioral interviewing, and driving to meet metric outcomes through behavioral coaching.
* Internal leadership consulting, coaching, & training focused on coaching as a management practice & quick team formation & performance improvement.
* Site senior leadership team member working to set direction, strategy, & implement to achieve site goals and objectives.
* Coach managers, supervisors, and peer leads of 45 teams in quick team formation & accelerated performance realigning into new teams every 6 months.
* Consult with senior leadership on leading change in a dynamic complex culture.
* Leadership coach helping leadership team work with difficult team member issues.
* Initiate cultural strategies to accelerate the adoption of new site culture based on accountability, values, and 360 degree feedback without fear.
* Transforming supervisor relationships with front line staff through application of conversational leadership principles leading to an improvement in supervisor/team members relationships
Organizational Development and Training Manager

Kah-Nee-Ta

(Privately Held; 201-500 employees; Hospitality industry)

August 2004 — December 2006 (2 years 5 months)

* Design and implementation of succession planning, employee development, and recruitment
* Advisor to GM on organizational development, strategic, and HRM issues
* Development of organizational standards, broad-banding of job classifications, and role definition
* Development of 10 week online and conversation based leadership development program
* Implement leadership transformation process and mapping future of enterprise
* Member of Senior Leadership Team, Manager on Duty team, helping lead transformation of property
* Modeling of coaching and hospitality to team members and leadership
* Development of two-day orientation program based on cultural framework with published support book
Training Supervisor

Spirit Mountain

(Privately Held; 1001-5000 employees; Gambling & Casinos industry)

July 2002 — June 2004 (2 years )

* Development of employee development interventions
* Development and facilitation of ‘Conversation Circles” for supervisors for professional development
* Rebuilding of existing training materials into professional materials
* Developing and nurturing front line mentors (buddies) to help new hires and existing team members
* Transforming management from bossing framework to coaching framework
* Modeling of coaching and hospitality to team members and middle management
* Developed performance alignment framework for corporation
* Replacing reliance on discipline as a method for employee development with coaching
* Leading the development of standards and expectations for all work and team members
* Complete evaluation of existing OD and training initiatives leading to restructuring and refocusing of efforts
* Coaching and mentoring team members
* Introduced work assignment and process improvement tools and concepts
International Volunteer

LAICO - Aravind

(Educational Institution; 1001-5000 employees; Hospital & Health Care industry)

April 2004 — April 2004 (1 month)

I went to Tamilnadu and worked as a volunteer at the Lions Aravind Institute of Community Ophthalmology in Madurai. I was connected to this opportunity through SEVA Foundation. I helped build train the trainer programs and learner centered curriculum to help Aravind deliver their extraordinary services to the region. Here are some of the areas in which I helped Aravind:

* Conduct workshop for Aravind trainers on learner-centered curriculum
* Review the teaching methodology part in Aravind curriculum specifically of their paramedicals
* Observe their trainers teaching and provide them reviews on how they can improve themselves
* Develop model for online curriculum for DR project
* Develop model for training guides for paramedicals
Sr VP Marketing and Sales

First Pacific Corporation

(Privately Held; 51-200 employees; Computer Software industry)

April 2001 — December 2001 (9 months)

* Hired to transform organization. Designed and implemented transformation of sales and marketing
* Developed and modeled mission/Vision/Values statement for marketing department
* Conducted assessment of existing sales and marketing efforts for the company
* Designed, implemented, and completed professional solution oriented counselor sales training
* Managed and prepared 1.8 million-dollar sales and marketing budget
* Designed and implemented repositioning of the way the FPC was marketed
* Designed intervention including program and curriculum, strategies, and the timing for the intervention
* Designed assessment of the outcomes, provided reporting, and recommendations based on assessment
* Integral member of executive team leading organization in difficult market and business environment
* Coaching with focus on creating and keeping internal and external customers
* Managed VP sales and 15 sales people and a marketing manager and a staff of 5 in marketing
Director of Marketing Programs

Placeware

(Privately Held; 201-500 employees; Internet industry)

August 2000 — January 2001 (6 months)

* Hired into dot.com to reposition organization in marketplace for growth and acquisition
* Developed and implemented MRD and planning documentation for marketing department
* Designed reposition strategy to build market acceptance for slow-moving solution based on personal identification of new CRM and Enterprise Portal market drivers to help sales position product
* Researched financial silo prior to hosting expansion to full financial silo marketing program, in addition to, developing promotional strategies to reach target market. Delivered full marketing plan with financial projections, applications, value propositions, and sales tools and training
Senior Executive, Business Development Director
Interactive Northwest Inc. (INI) (Sole Proprietorship)

(Sole Proprietorship; 51-200 employees; Computer Software industry)

1994 — 2000 (6 years )

* Hired to restructure new company and stabilize financial position
* Designed and implemented initial HR policies and procedures
* Hired initial team and structured financial framework and organizational structure
* Designed and implemented strategic planning processes
* Designed and implemented instructional systems for internal and external clients and partners
* Trained others to train, monitored their progress, and audited their workshops
* Coordinated workshops nationally with client organizations and selected outside resources as needed
* Helped define new product offerings critical to the success of the organization
* Traveled extensively to client locations to train
* Integral member of leadership team setting and implementing direction of organization
* Helped lead enterprise from 4 people and $500,000 in sales to 60 people and $6,000,000 in sales
Leadership Consultant and Coach, Process Facilitator

John Inman and Associates

(Professional Training & Coaching industry)

March 1991 — July 1994 (3 years 5 months)

* Consulted in organizational structure, quality improvement, leadership, management, marketing, strategy, team development, communication, consultative sales, process facilitation
* Expert in leadership, management, marketing, sales, process, communication, process facilitation
* Developed statistical process control course for clients
* Conducted public workshops on topics ranging from contact management to communication
* Created and hosted “The Decade of the Customer”, a radio talk show on leading edge sales, marketing and management expertise (1991).
* Quality Improvement Instructor at Marylhurst College.
* Guest Speaker at Education 2000 Conference, (1993 Corvallis) on integrating technology and education.
* Doctoral guest lecturer at Oregon State University on Quality Management and Education.
* Spoke at National Conference about integrating quality management into Oregon Museum of Science and Industry.
* Authored "Integrating the Organization Community" with Larry Wilson of Wilson Learning and Pecos Learning
Software Store Manager

Incredible Universe

(Public Company; 501-1000 employees; Consumer Goods industry)

January 1992 — September 1992 (9 months)

I was part of the start up management team for this alpha project for John Roach, the CEO of Tandy. I took a temporary break from consulting work to participate in this unique project. The Arlington TX store opened 2 weeks after our complex and month after month, each store within each of the two complexes was within a few percentage points of each other except for my store. My store sales were double that of the Arlington software store. John Roach and his Ops VP were in interviewing me several times to figure out what I was doing to double sales.

My success was based on giving my team the power to innovate and break the stocking rules that Tandy purchasing mandated. I also treated my team with courtesy and respect always. My team stocked what the customers in the region wanted. It was a constant battle with corporate but we rocked! My team was extremely loyal to me. In fact one of my key team members followed me to three other companies and is still with INI as a key team member.
Distribution Management

Biotechnology supply and chemical distributrion

(Privately Held; 11-50 employees; Biotechnology industry)

January 1987 — March 1991 (4 years 3 months)

I helped turn around and build several scientific supply and chemical distributors in Portland and Seattle during this period of time. My focus was on the Biotechnology industry and I was successful in bringing in the suppliers and products to build partnerships with this industry and build the organizations.
Critical Care Medical Sales Rep

Bard Critical Care

(Public Company; 501-1000 employees; Medical Devices industry)

January 1983 — January 1987 (4 years 1 month)

I was one of the top sales people in the firm and consistently exceeded all sales goals for my position in Oregon and in the nation. I specialized in full hospital conversions in the critical care products that I represented. My success was based on my aggressive application of counselor sales. In 1983 I took a 5-day course from Wilson Learning and the philosophies fit me so well that I was actively used as a field trainer helping others apply the principles.

John Inman Ed.M. PHR’s Education

Fielding Graduate University

Working towards PhD , Human and Organizational Systems , 2009 — 2012 (expected)

Starting my PhD program in September of 2009 in Human and Organizational Systems. Should be two years of coursework and then a year and a half in thesis work.
Oregon State University

Ed.M. , Organizational Development and Adult Education , 2000 — 2003

Graduated with a 3.98 GPA from this three year cohort based masters program. Program was living systems based and designed to develop leaders who would create learning in a learner centered, outcomes based framework. We met one weekend per month and the rest of the work was project based. A highly experiential framework.

Activities and Societies:

Worked full time during degree program
Oregon State University

BS , Business Management , 1971 — 1977

Self funded education. Worked 20 hours per week during school and 40 hours per week on every break.

Activities and Societies:

Active in intermural sports. Played football, softball, and basketball
Oregon State University

B.S. , Animal Science/Pre Vet , 1971 — 1977

See notes above

Activities and Societies:

See notes above
Palo Alto High School

General Prep 1968 — 1971

Always interested in connecting with others from my time in Palo Alto.

Additional Information

John Inman Ed.M. PHR’s Websites:

John Inman Ed.M. PHR’s Interests:

Community development, conversation, Democracy, Adoption, Non-profit, Sustainability, Service, India, Team Management Systems Assessments, Organic and complex systems, Human Centric Organizations, International Volunteer Work, Family, MINESEEKER, startups, business development, learning organizations, self-organized learning, Seva Foundation, Aravind, Right to sight John Inman Ed.M. PHR 541-497-3774 jinman@wetherhaven.com

John Inman Ed.M. PHR’s Groups:

Certified Professional in Human Resources (PHR), Certified Team Management Systems Assessment Instructor, Certified in Counselor Selling, Certified DDI (Development Dimensions International) facilitator, MMTA Certified Network Technologies Specialist, Certified "Q" Customer Service Instructor, Certified ServeSafe Instructor, Active member of SHRM, HR Central Oregon Member, ASTD Member, ASTD Cascadia Member, ODN-Member, Society for Organizational Learning (SoL), LinkedInnovators, ToastMasters, Wireless Factors, Zaadz, The World Cafe, Boys and Girls Club, Oregon State University Alumni, Wireless Jobs