Educational Philosophy

Speakers, trainers and consultants offer a variety of strategies and tactics to move an organization forward. The Practical Prof® believes that sometimes to go forward, we need to take a step back. In this case, I want to take you back to the basics of business success – where values-based principles guide workplace behavior. As a student of both management and social work, I see a symbiotic relationship between the two disciplines:  business needs heart in pursuing profit, and the not-for-profit organization needs business sense in advocating its cause. Most importantly, all organizations need to value their greatest asset – their people – with respect and care. It is why I approach my work grounded in the philosophy of “manage with a heart, in ways that feed the spirit!”

The services that The Practical Prof® provides are to educate as a:


  • Keynote for conferences, annual meetings, special events, colloquia
  • Panel Member for conferences, meetings, forums
  • Guest for media programs, podcasts interviews where SME (subject matter experts) are sought


  • Workshop Facilitator for conferences, annual meetings
  • Conversation Facilitator for the “difficult conversations” in times of growth or crisis
  • Certified MBTI Trainer to present and debrief the Myers-Briggs Type Indicator


  • SocioDrama for working through group, workplace and organization issues or challenges
  • Theatrical Properties film and plays used to spark conversations about awkward or difficult challenges
  • Case Statements that advocate support for social “causes” (e.g. LGBTQ+ rights)

NOTE:  The Practical Prof® is comfortable delivering any of the above services in-person, virtually, or in a hybrid format. Obviously, depending on current situations, public health requirements may need to dictate the service delivery format.


  • Act Like You Care

    The concept of Community at Work seems difficult to find. What stops us from caring about each other are flimsy excuses for not engaging with our co-workers. But, can we do this without crossing the line of professionalism and playing therapist? An unequivocal YES!

  • Caring For Your Caregiving Employees

    What employers can do to accommodate their employers who are family caregivers, known by the Rosalyn Carter Institute for Caregivers as Caregiver Employees (CEs). Think this isn't your responsibility? Think again!

  • Emotional Intelligence Matters More than IQ

    If given the opportunity, more employers would prefer to hire candidates with strong emotional intelligence over those with strong technical skills. Why this shift is so important to recognize explains why EI is the heart and soul of 21st century leadership!

  • Let’s Talk About Race

    With Florida’s Stop WOKE Act banning talk/training of critical race theory, what does that mean for advancing equity and inclusion. Shutting down talk, especially about the important issues, is never a good thing.

  • Quietly Quitting at Work 

    Employees are limiting their work to their work day as they attempt to find a satisfactory work/life balance, but is this a good thing for their employers?

  • Attitude of Gratitude

    Does real appreciation exist? It's more than a "thank you," it's a way of being. When it is present, we have better, more productive and more emotionally balanced leaders, managers and employees.

  • Constructive Conflict as Employee Engagement

    We know that conflict can be constructive, not only destructive. But, do we recognize when conflict is constructive and more importantly, do we know how to leverage constructive conflict so it drives employee engagement?

  • From Agile to Adaptive

    The rigid organization abhors and avoids change, but without change companies die. The only way to change is to become agile, so that the organization can adapt as it needs to. But how do we do that?

  • How to be an “Influencer” at Work

    You don’t need to have a job title or position power that screams leader. These days, which is not much different than the past, the best leaders at work influence productivity, quality and community by their examples.

  • Ignore is the New "No"

    Saying "no" by ghosting is not acceptable. In fact, it is unprofessional and a little mean. As a manager or leader, you need the courage to be direct, even if it is not the response they want to hear. 

  • It’s Okay to Say No

    Employers may disagree, but true work/life balance and more quality productivity will likely result when employees are empowered to say “no.” And, saying no creates more powerful yes's.

  • Keeping Your Word at Work

    Seems to be a lost art, but it still matters very much that we DWYSYWD - otherwise known as, do what you say you will do. Stuff does happen so when it does, take responsibility - apologize and make a new promise... and, then, keep it!

  • Mental Wellness at Work

    Violence, more hybrid workplaces, post-pandemic depression and general malaise with careers raises questions about what employees need and what employees should offer to help employees manage their mental health.

  • Not My Job

    Sometimes this attitude comes from poor work/life balance, but often it comes from an attitude of laziness or self-righteousness. Wherever it comes from, it's not good for employees or their companies.

  • Passion or Effort - What Drives Your Career?

    Billionaire Mark Cuban says that it’s effort, not passion, that should drive your career. His presumption is that the more effort we invest in a skill or activity, the better we become and that success “drives” us to succeed. Do you agree?

  • Social Media - Your Unintended Resume Booster

    Regardless of whether you think they should, more and more employers look at a job candidates’ social media presence and activities during the recruitment process. How should those on the job search create (or rehabilitate?) their social media persona.

Ready to work with me?