Throughout my career, my focus has primarily been on residential students and student leaders—these are my customers. I see my work as being for them, and I believe feedback is essential to improving their experience. By actively seeking feedback, I ensure that the programs and trainings I create are tailored to their needs.

Examples:
To address feedback from student leaders at Seattle University, I revamped the two-week onboarding training by creating two distinct tracks—one for new leaders, focusing on foundational skills, and another for returners, emphasizing advanced topics. I used surveys to gather insights and designed sessions to meet their specific needs, incorporating interactive elements like role-playing. This tailored approach resulted in a 15% increase in satisfaction, with both new and returning leaders feeling more confident and prepared for their roles.

I embrace the Think Big principle by always looking for opportunities to improve processes and create lasting impact. At Bentley University, I noticed there wasn’t a way to track student engagement, which meant some students weren’t connecting with their community. Rather than accept that, I saw an opportunity to change the way we supported students. I developed a tracking system that helped my team proactively engage with students who were slipping through the cracks.

How I Did This
At Bentley University, student staff were required to meet with each resident on their floor at least once a month, but there was no consistent method for tracking these interactions. To address this, I developed an automated system using a Microsoft form. Staff members logged each interaction, including student IDs and details of the resources shared during their conversations. This data automatically updated in real time to a central spreadsheet, where I used vlookups and conditional formatting to flag any residents who hadn’t been accounted for. This allowed for immediate follow-up and ensured consistent support across all teams.

Why This Matters
The automated system provided live-time updates and ensured that no student was overlooked, leading to a more connected and supported campus community. By streamlining this process, it also created consistency across teams, reducing the risk of students falling through the cracks. As a result, the initiative was adopted department-wide and led to a 25% increase in community engagement, making a measurable impact on student satisfaction and involvement.

How I Did This
At Bentley University, I noticed inconsistencies in how student staff were conducting their rounds, which became apparent through irregular duty logs. I dove deep into the issue by thoroughly reviewing these logs, speaking with staff, and identifying where the breakdowns were occurring. To resolve this, I created a series of training videos that demonstrated the rounds process step-by-step, using real-world examples to show what was expected. The videos were made accessible to staff for easy reference, ensuring they had a clear and consistent understanding of their responsibilities.

Why This Matters
By diving deep and addressing the root cause, I improved staff performance and community safety. The video series led to more accurate and consistent duty logs and a 25% reduction in incidents that had been previously overlooked due to inconsistencies. Staff also reported higher confidence in performing their duties, and the community experienced a noticeable improvement in safety and cohesion. This standardized approach ensured all team members followed the same process, creating a safer and more reliable environment.

Hello

I consistently strive to earn trust by fostering open communication, transparency, and reliability. When I started as an Area Coordinator at Seattle University, I inherited a team of 20 student staff and was responsible for managing residence communities of over 600 students. The team had an established dynamic, so I needed to quickly earn their trust while also building relationships with key stakeholders, including faculty and campus partners.

How I Did This
To build trust, I focused on transparent communication and consistent follow-through. I created open spaces during staff meetings for questions and concerns, ensuring I followed up with accurate information when needed. I also implemented regular check-ins and provided updates on policies and procedures to keep everyone informed and supported. Additionally, I prioritized collaboration with campus partners, providing them with regular updates on residence life activities and initiatives.

Why This Matters
By the end of the first quarter, anonymous feedback from the team showed that they felt supported and trusted me in my role. This trust was reflected in improved team performance, with community engagement reaching 78%, the highest rate across campus. I also built strong relationships with campus partners, which led to increased participation in events and initiatives. The trust I established created a more cohesive, high-performing team and strengthened collaboration with stakeholders.

Hello

Delivering Results Example

Role: Senior Coordinator, Seattle University

Situation: The process for recruiting student leaders was disorganized, with no central website or detailed information readily available, leading to confusion among potential applicants and a lower number of applications.

Task: My goal was to overhaul the recruitment process to ensure accessibility, increase applications, and streamline communication, ultimately delivering a more efficient and successful process.

Action:

• • Created a comprehensive website featuring all relevant information, including application timelines, role descriptions, and a FAQ section.

  • Developed a centralized email system to handle inquiries, reducing confusion and improving communication.

  • Launched an online recruitment campaign using Qualtrics to gather applicant data and analyze engagement.

• Result:

  • Doubled the number of student leader applications, achieving the highest number ever recorded.

  • Streamlined the process, leading to overwhelmingly positive feedback from both applicants and hiring managers.

  • Improved overall satisfaction with the recruitment process, even from applicants who weren’t selected, demonstrating the effectiveness and accessibility of the new system.

I demonstrate a Bias for Action by quickly addressing inefficiencies and implementing solutions that streamline processes. At Seattle University, the student leader hiring process was delayed due to the manual collection and distribution of applicant materials, which slowed down decision-making. To resolve this, I took immediate action and automated the process using Power Automate.

How I Did This
I built an automated workflow that provided real-time access to applicant materials for hiring managers. This system eliminated the need for manual distribution and allowed hiring managers to review applications as they were submitted, significantly reducing bottlenecks in the process.

Why This Matters
The automation led to a 50% reduction in the time it took to review applicants, speeding up decision-making and improving the overall hiring experience. Managers were able to access materials immediately, which resulted in faster selections and a more efficient process overall. The initiative also doubled the number of applications received, enhancing both the efficiency and effectiveness of the hiring process.