Marjorie Jannotta, PhD, is a senior organizational development consultant with extensive experience in fostering dynamic organizational change. She is President of a Colorado-based research and consulting firm; her life's work is to help clients succeed through developing human intelligence, knowledge, and skill. Dr. Jannotta conducts, analyzes, and presents organizational research, and has worked widely in the top levels of corporations.

Marjorie's work at local, national, and international levels has gained her broad-based experience across industries and superior client references. Projects have ranged from senior leader competency studies and succession planning to analysis of global research findings about leadership practices, attitudes, needs, and cross-cultural dilemmas. She has conducted one-on-one executive coaching and is often called upon as a troubleshooter to devise collaborative solutions to difficult organizational situations.

Marjorie has consulted with international organizations including Motorola, Digital Equipment Corporation, Gould Corporation, BellSouth, Jones Intercable, Merrill Lynch, and Northrop. She enjoys working in technical and scientific environments. In her long-standing work with the Department of Energy, Los Alamos National Laboratory, she has conducted annual organizational surveys, initiated critical incident stress debriefings, and originated self-directed team programs.

Marjorie has a PhD in Adult Learning and Development from The University of New Mexico. For seven years, she taught several courses in the graduate department of Organizational Learning and Training Technologies at the University of New Mexico, and taught Business Research and Organizational Behavior in graduate MBA programs for the University of Phoenix. Marjorie has presented at national conferences in topics that include applied research models, employee selection and retention, training staff certification and qualification, and self-directed teaming. She is the author of many technical reports and white papers developed for clients, and early in her career produced award-winning training programs used by thousands of salespeople, medical personnel, and corporate leaders.

Sample Projects

Identification and Application of Leadership Competencies. Dr. Jannotta consulted with a global communications (130,000 employees) to identify competencies of existing and future leadership and to apply known competencies to leader development strategies. The consulting interventions included 1:1 interviews with the top 75 leaders in the organization; analysis, reporting, and application strategies to meet identified needs; secondary research, and translation of research findings to executive education in a multi-sited corporate university.
Outcomes included recommendations for screening, developing, and rewarding leaders with special attention to multi-generational and other key issues identified from top-level interviews; development of course specifications and identification of other learning interventions for current and future leadership, and identification of leader development best- and current practices that changed the way the organization now approaches leader selection, tracking, development, and mentoring.

Initiation of a Corporate University. A pharmaceutical company of over 800 direct employees (a sub-company of a multi-national concern with over 100,000 employees), contracted with Dr. Jannotta to establish readiness criteria and initial design strategies for the formation of a first-time corporate university. She determined key organizational issues that could impact the establishment of a corporate university and helped the organization understand more about workforce needs that might be met by a corporate university. Phase I of the consulting intervention involved an organizational scan, which included primary research with interviews, focus groups and survey, and secondary research addressing corporate universities in general. Analysis and implications of findings with recommendations for corporate university design, and recommendations for content and strategic approaches for corporate university operations and instructional offerings were provided. Phase II involves providing information, expertise, and strategies for initiation of a small-scale university pilot program.
The outcomes for this project included information-based decision-making regarding the initiation, structure, and purposes of a customized corporate university, and the launch of the initial university based on focused application of primary and secondary research.