Impact Ledger
Strategic wins and measurable outcomes that demonstrate leadership in action—turning complex challenges into scalable, repeatable success.
Engagement Edge: AI-Powered Sales Intelligence Dashboard
Context
Problem: There was data but no intelligence. Three systems generated reporting work with zero insight, no activity attribution, and nothing connecting pipeline behavior to actual revenue outcomes.
Solution: Built Engagement Edge — a unified platform pulling six data sources into one view, with CRM attribution, pipeline-to-revenue connectivity at every org level, and AI-powered coaching guidance delivered same-day so managers could act, not just report.
Key Results
- Performance Momentum: Passive → Actionable & real-time
- Total ARR: Trending down → +35% YoY
- Forecasting Accuracy: 60% → 92% YoY
Prepaid To Postpaid Migration Strategy
Context
Problem: Postpaid growth was down 20% YoY while a high-intent prepaid customer base sat underutilized in the same stores. The asset existed. The strategy to activate it didn't.
Solution: Built a field-led prepaid-to-postpaid migration strategy that identified high-intent customers, aligned leadership around a consistent conversion approach, and installed the execution discipline to make it repeatable at scale — flipping a 20% deficit into a 20% gain and turning inconsistent wins into a systematic growth engine.
Key Results
- Postpaid YoY: -20% → +20% YoY
- Prepaid Conversion: Inconsistent → Systematic & Scalable
Inside Track: The Leadership Development System
Context
Problem: Across a large multi-unit organization, career progression was invisible, inconsistent, and manager-dependent. High-potential talent had no clear picture of what "next-level ready" actually looked like — so engagement dropped, attrition risk climbed, and leadership benches quietly weakened through no fault of the people in them.
Solution: Built Inside Track — a transparent career progression framework that standardized readiness signals, role expectations, and advancement criteria, then embedded it directly into existing leadership rhythms so development became a daily discipline, not an annual event.
Key Results
- Total turnover declined by 500 basis points YoY
- Managerial turnover reached 0% in 2025
- Cost savings surpassed $1.2 million
GTM: Iconic Launch GTM | VIP Hour
Context
Problem: Flagship device launches — particularly iPhone — brought guaranteed traffic but unpredictable outcomes. Traditional open-door execution prioritized speed over value, resulting in rushed transactions, overwhelmed teams, degraded experiences, and significant revenue left on the table during the most important demand window of the retail year.
Solution: Designed and deployed VIP Hour — an appointment-driven, concierge-style GTM model that transformed launch weekends from reactive crowd management into precision-orchestrated revenue events. Navigated cross-functional alignment across Legal, HR, Operations, and Facilities to unlock pre-hour selling, then built the appointment infrastructure to control demand flow, protect experience quality, and maximize attachment per transaction. The result: highest consumer phone and revenue growth of the launch weekend — and a model proven repeatable enough to be scaled nationally.
Key Results
- Launch Execution: Reactive → Orchestrated & appointment-led
- Transaction Quality: Rushed → High-value, 1:1
- Launch Performance: Variable → Market-leading
- Scalability: Local only → Replicated nationally
UNC Partnership: Local Activation Strategy
Context
Problem: Verizon held a high-profile UNC partnership with real potential and real risk. Without intentional orchestration, sponsorships default to brand placement — visible but passive, with no measurable connection to growth, community trust, or retail performance
Solution: Drove a locally executed, purpose-led activation strategy that transformed the UNC partnership into a statewide GTM engine. Anchored it with a $15M debt-relief initiative that generated genuine community impact and statewide awareness, then connected that goodwill directly to retail activation, store traffic, and regional engagement — while simultaneously elevating employee pride through shared cultural identity. Brand trust didn't just improve. It compounded
Key Results
- Delivered a $15M debt-relief initiative with strong statewide awareness
- Significantly strengthened Verizon's brand perception as a committed community partner
- Increased store traffic and regional engagement tied to partnership activations
- Elevated employee pride and engagement through shared identity
SHIFT Scheduling Optimization Tool
Context
Problem: Store schedules were largely built on static templates, manager intuition, or legacy practices rather than real demand and performance data.
Solution: This led to misaligned coverage, inconsistent productivity, and unnecessary labor inefficiency—particularly during peak and rough traffic periods.
Key Results
- Year-Over-Year Revenue Increase
- Fewer Labor Hours with Same Headcount & Payout
- Higher Morale & Fairness
- Empowered Managers
Verizon Visa Growth Engine
Context
Problem: Visa adoption was inconsistent and personality-dependent — thriving where individual reps were motivated and disappearing where they weren't. Without a system behind it, results were random rather than repeatable, leaving significant monetization on the table.
Solution: Repositioned Visa from an optional add-on to a non-negotiable strategic growth lever, then built the coaching cadence and execution standards to make it stick. Standardized how it was presented, tracked, and reinforced across the team — turning sporadic wins into a scalable daily behavior. The result: 2,600+ applications in 2025 and 40% YoY growth driven entirely by operational discipline, not product change.
Key Results
- Top 5 in Application Growth
- +40% YoY growth
SMB Advocate
Context
Problem: SMB represented 30% of quota but was last in the market because ownership was diffused across everyone — which meant it belonged to no one. There was no pipeline discipline, no integration with external SMB teams, no accountability structure, and no prospecting culture. It wasn't a demand problem. It was a structural execution failure.
Solution: Built the SMB Advocate Model — a store-level ownership system that assigned one Assistant Manager per location as the single-threaded SMB lead, responsible for pipeline creation, lead generation, and conversion execution. Paired each Advocate with an external SMB Manager to create a shared pipeline and hybrid retail-meets-B2B selling motion. Embedded outbound prospecting directly into store behavior, implemented funnel tracking and activity-based accountability, and built a competitive SMB scorecard that simultaneously drove performance and identified next-generation leadership talent.
Key Results
- In 90 days:
- 80% → 130% of quota,
- last in market → Top 5, and ultimately #1 in the enterprise.
- The model didn't just move numbers — it created a repeatable operating system with clear ownership, measurable pipeline, and a built-in talent development engine that was scaled enterprise-wide.