we provide solutions for your organization and your teams

Executive Coaching
Diversity Equity and Inclusion
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Graciela has over 30 years’ experience developing and deploying business strategies.

About Us
What we do

I listen, assess, coach, and inspire.

I bring a unique perspective to my craft. I have 30 years of corporate experience, from IC to Vice President, General Management of Multi country division and over 18 years of DEI experience, creating and implementing global strategies.

I have a BA in International Relations, an MBA, and I am ICF Certified PCC coach with over 1400 hours of practice. I am a woman, an immigrant, a Latina with a wealth of experiences and a willingness to help others to achieve their goals by sharing experiences and stories that resonate with clients and leads them to reflect on their own journeys. I am a big thinker with practical experience in execution.

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30+

Years Experience

What We Offer

The best solutions for your business - what we do.

Consulting

A knowledgeable and practical consultant, she provides strategic direction for c...
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Coaching

A coach with a proven methodology, she has the experience of a seasoned executiv...
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Inspiration

A global thought leader and bilingual speaker, she inspires audiences with her a...
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Why choose us

A right choice that makes the difference to others

It is a long established fact that a reader will be distracted by the readable content of a page when looking at its layout.

Business Planning

90%
Coaching

85%
Consulting

75%
Inspirations

65%
Working Process

How we work for our valued customers.

Process
1

Discovery

A process of clearly identifying the objectives and desired outcomes
Process
2

Planning

Research, interviews and generating insights
Process
3

Execute

Detailed planning to identify all stages, stakeholders, activities, and communication plan
Process
4

Deliver

Analyze adjust when needed deliver objectives
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Read our latest updates & business tips & tricks.

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Blog
  • admin
  • 07 Feb 2022

From Panama to Peru

A few weeks back, I chatted with a friend about the importance of emotional intelligence and cultural dexterity. I recounted to her the many experiences I’d had on my business trips to Latin America and how the cultural norms varied depending on the country I was visiting.
I clearly remember how I adapted to the norms of the country or the customer I was visiting. In Panama, the meetings were a lot more animated and vocal. And, depending on the customer, the tone could become loud and lively. We had discussions that initially took humorous tones and then shifted into lively negotiations. And then, in Peru, I assumed the style of the quiet and serious professional who addressed customers in a softer manner, and the discussions were more reserved and less animated.
Having adaptability and respect for cultural norms, as well as adjusting to them, is a critical skill for those who work in the global arena.

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Blog
  • admin
  • 07 Feb 2022

Global Diversity – My experience as a Global Leader

I like to define global diversity as the richness of differences and similarities that exists amongst all people. It is all the attributes that makes us human and individuals. From our gender, the place where we were born and raised, our cultural ties, our education and the individual experiences that each of us has experienced in our lives. It is this multitude of backgrounds and experience that makes us similar and different from each other. Similar because we can share many things in common with others, but at the same time different because we have each experienced it individually.

For Mattel, the world’s largest toy company, a diverse global workforce simply makes good business sense. Our diversity is an integral part of our business strategy that serves to foster better business results. It is also a global initiative as we continue to grow our business outside the United States. Because of this global focus, it is important that we have a balance in our leadership and talent, which will help ensure our success in every country in which we operate.

No company is global in everything they do, and it’s finding the balance in what to do globally versus locally that is the key for success. That balance is found through choosing the right talent and ensuring that there is a representation as part of that talent. Thus, as companies become more global, diversity and multicultural management become critical to one’s success. It has been our experience that companies operate more effectively by emphasizing local, culturally relevant management and operations while training and developing a strong corporate culture that transcends borders. It is the balance of the local and global management that ensures success.

At Mattel, we understand that a culture of diversity is key to business success. With operations in more than 45 countries around the world, Mattel’s workforce is diverse by any measure, be it ethnicity, race, religion or gender. This diverse workforce allows us to identify and appreciate the business opportunities in each market and develop products and programs that resonate with children of all ages around the world.

Now more than ever we understand the business strategy for diversity, as we look to ensure that diversity is an integral part of every business decision. We must manage our business with a global mindset, and to achieve this we must ensure that we have global diverse talent. Every day we work to ingrain the importance of diversity into Mattel’s corporate culture, because workforce diversity ensures that we have the best global talent with diverse viewpoints and ideas.

But it also requires that all of our people, around the world, have the skills they need to excel in their careers, while helping to keep Mattel a leader in our industry. It is through diversity that we will ensure that we have the talent pool and the mix of thoughts and experiences that will give us the competitive edge to continue leading the toy industry and living our vision, which is “Creating the Future of Play.” I am proud to work for a company that recognizes the importance of diversity and is committed to encouraging diversity at every level of the company, here and around the world.

In the world we live in today where so many barriers that were common a few years back have been broken and there is so much more trading and sharing of information at all levels, addressing the topic of global diversity is no longer an option but a must for companies that want to grow in the global marketplace. I have heard comments throughout my career that it is better for teams to focus on their similarities and not their differences and that it is the way that teams get along and are best able to work together. I would agree, but only somewhat. While it is important for a group to focus on similarities, the richness of the contributions and insights depends on ensuring that the differences can also surface and be present in the discussions. It is by being able to share ideas and thoughts from our own experiences that we become more creative in solving problems and more adept at creating new opportunities, especially when dealing with situations or markets that are new to us.

Global diversity is the richness of experiences and cultural backgrounds that come to the table when a global team sits together on a project, on a company, or any organization. It is not limited to race or ethnicity or gender differences. It is all the combined experiences that make a group better and richer so that they build on each other’s experience and knowledge. But along with the richness of differences and experiences also come the challenges of learning how to work together and ensuring that there is balance and the right culture.

The best way to avoid mistakes and errors is to ensure that you have teams in place that are knowledgeable and adaptable to local nuances and also have the experience from central office to bring the essence of the company or organizational culture. It’s also essential to be certain that there is strong representation from both the central culture as well as the local culture, in addition to enough sharing of ideas and concepts to ensure that all points of view are considered before critical decisions are made. This type of team would be ideal for any organization. The other key factor to consider is how you will bring such a team together and promote the management of differences so that all feel they can fully contribute and perform up to the expectations of the organization. Managing global diversity is essential for success, and finding leaders that are good at doing this is a necessity.

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Blog
  • admin
  • 07 Feb 2022

Diversity and Inclusion – key to growth!

The words diversity and inclusion are not rare in the vocabulary of corporations today. These are more than buzz words or words that address compliance related issues; these words reflect a growing realization of the full potential available to corporations especially those with a global reach and which are expanding their business overseas each year. At times is hard to comprehend how it is that companies with operations in many parts of the world achieve the results that they do, because there are many obstacles that can get on the way. Behind the success of many companies is a lot of work in dealing with different, regulations, different kind of customers and accounts as well as government regulators This work gets done by people that understand that flexibility is key in dealing with multiple cultures at the same time. So growth is about continually improving how things are done and to ensure maximum business results. Growth depends on our diversity and how we manage inclusion
I have had the good fortune to travel the world for work and have met people from many different cultures, backgrounds, and races. And I learned that we each see the world and interact with other people differently based upon our unique mindsets, traditions, and customs. This creates both the opportunity and the challenge regarding our global diversity as we get our work done through both personal and business relationships. The key to navigating in the global marketplace is to determine how we can develop and grow our results by embracing our diversity and creating an inclusive culture. An inclusive culture being one where different opinions matter and people are expected to contribute different viewpoints and insights, even if these are out of the norm.
Diversity is each and every one of us. It is the whole picture, which means that you are part of “diversity” no matter who you are. Diversity is ensuring that each team together has every piece that it needs to maximize its possibilities – to create better product ideas for a global marketplace and to execute these ideas for the maximum benefit of the company. Our different backgrounds, be it where you were raised, where you went to school, your family traditions, your gender, your friends, your beliefs, all contribute to who we are as individuals. We might each connect to different things and see different possibilities because of our unique background.
Inclusion is how to ensure that the group can harness its diversity to work well, and that everyone feels that they can be themselves and are able to be an integral part of the team. Imagine being part of a team, and not being given a chance to share an opinion or provide feedback about an idea, just because your ideas or your communication style don’t seem relevant to some. This might be because you are perceived as “different” from some teammates. “Different,” however, is not “wrong” and may be the source of the innovative idea the team needs most. Inclusion is about more of us asking for more information, pausing and listening well, and being open to the “crazy” ideas of others. We are in many ways creatures of habit and it is human nature to feel more comfortable with people who have similar backgrounds, be the same gender, the same school, degree program, race or ethnicity, sexual orientation, or any other shared aspect of identity. We relate more readily based upon similarity and develop a natural human connection immediately. We all want to be part of a group and feel that we belong. We see things with similar lenses, we like similar things, and our preferences are aligned.
But reality is that diversity brings differences and the greatest challenge and opportunity is to ensure that we don’t dismiss others just based on our preferences. The opportunity is to create a group were differences abound and that it works together for maximum benefit for the organization.
The real business opportunity of diversity & inclusion, however, rests more with exploring our differences. It is our different and varied thoughts, perspectives, and ways of thinking that may provide the next innovative and creative idea that becomes our next global success. This is why corporations that are focusing on global business results need to rely more and more on the employees becoming more adept and comfortable working with coworkers of all different backgrounds. This is the real importance of inclusion.
Consider the successes that a diverse and inclusive team might have when developing a product or concept for a “different” consumer or customer who does not fit within the established cultural norms of the team members. These successes may come from the team’s own members or because the team intuitively reaches out to people who provide the needed insights. For example:
We would more confidently:
 Design and develop products so that they will be widely accepted by our increasingly-diverse consumers.
 Create a new brand that serves to grow our business in a new market.
 Enter a new market where you have not had prior experience.
Because we would routinely:
 Check possible styles, consumer preferences packaging messages and product names with the diverse employee population or with or employee resource groups to avoid making inappropriate assumptions.
 Recognize that their different consumer behaviors, buying power of consumers and preferences and we appropriately understand these and create the insights needed for success.
 Engage team on learning key customer and consumer behavior, laws and regulations, cultural nuances and do and don’ts of the country.
These are examples of how an inclusive mindset will help a global company excel in meeting customer’s and consumers’ specific needs. We know that consumers are most loyal to those products and companies that have done this type of careful research and have incorporated these insights into their products. In these ways, an inclusive mindset will help produce an ever more positive reception in the marketplace and make us ever more successful. And customers want to be understood and their “needs” need to be met, to achieve this right, teams need to be in place, both in terms of training and mindset.
One key goal for us is to have a workforce that represents all possible consumers groups that have significant buying potential for our products. Think of the marketplace and the possible consumer groups as representing the range of perspectives and insights that we need in order to be successful with the right products in the right places at the right time. The right workforce representation could mean the difference between good and great. And the right culture of inclusion means that each team member feels comfortable in bringing their experiences into the mix, without the concern of being viewed as different.
In a fiercely competitive global marketplace, senior executives understand the importance of diversity as a key element of business strategy to the success – or failure – of the company. They understand that by building diversity and inclusion platforms, they will have a deeper understanding of our customers and consumers, as well as relevant insights for the teams. This will in turn allow them to build a multi-cultural workforce that can drive revenue growth and ensure that we maximize every single market opportunity.
Diversity in the workplace is a reality, Inclusion is making that reality work its magic!

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Blog
  • admin
  • 07 Feb 2022

Women can’t lean in and thrive if the culture is not inclusive

It has been five years since the book Lean In by Sheryl Sandberg came out and became a best seller. After years of the needle not moving much, it was time for a solution, for some great advice on what women could do to achieve their goals, to become leaders within organizations and Ms. Sandberg published a book with stories and ideas on what could be done to achieve the goal.
You have to take the initiative, you have to ask, you need to have the uncomfortable conversation, you need to lead with your own agenda. And I think more and more women are doing this, and the new generation of women coming into the workforce might be better prepared to do these things. However, the challenges are still present. The biggest challenge is the culture of the organizations, the companies, the political system, and society.
In order for women to lead and move into the top jobs that they aspire to, there needs to be a support system that welcomes their leadership. There needs to be a culture that is inclusive. Women alone can’t do it, I am sorry to say. The fact is that we can try to lean in more and more, but if the walls are still set on the old foundation, not much progress will be made. Until the current leadership is willing to make changes that will ensure that the women who are willing, ready, and can lead do, we will not see the needle shift.
Willingness to make the necessary changes by those in charge is fundamental. Those in charge—and it is usually still men—have to make the decision that they themselves are now wanting to lead in the issue of women in leadership. This move does make business sense: there have been many studies that prove that organizations have better results when there is gender balance in the decision-making teams.
However, the decision to learn has to be present, as well as the willingness to say that it is time to try something different, even though it might not be as comfortable as the way things have been done up to now. So willingness to step out of the status quo and learn more about working alongside women is fundamental. And also giving the teams time to learn, adapt, and correct along the way.
My recommendation is more education and coaching for the top executives who can influence the decisions that are being made with regards to women. I believe that there are many male leaders who still don’t appreciate the benefit of having more women in decision-making roles. And they also are not aware of the many challenges that women face getting those roles. The benefits of having greater gender diversity in all levels of an organization are many. Here are some key ones:
• Strategies based on insights from a diverse population will lead to better results in achieving the desired objectives. This is specially true if there is a lack of representation from the target audience in your team
• Different styles and preferences represented in decision-making groups lead to better balanced decisions
To achieve the better results, you do need diversity—the representation—and you need inclusion—the how to make the diversity work at its best. So men, accept the challenge: help women who are leaders achieve their goals, and you yourself will enjoy better results for your own organizations. And I would love to show you how. As a knowledgeable executive and as an executive coach, I have the experience and the training to help you in this journey.
Are you ready to be the best inclusive leader possible? I am ready to coach you!

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Blog
  • admin
  • 07 Feb 2022

Becoming Aware of my Own Privilege

It was about three years ago during a volunteer event at a local elementary school in Los Angeles that, for the first time, I realized the incredible privilege that I had enjoyed in my life. I am an immigrant to this city and arrived at the age of 11 with my parents and brothers to start a new life in a country where one could be free to express their opinions. We did not speak a word of English, my parents had left every possession behind in our native Cuba and they did not know how to drive. My father was a former farmer who did not have any professional skills to find a new career in the USA and my mother had been a house wife all of her life. Now, here we were in Los Angeles starting from scratch. My father was then 53 years old and my mother was 40. My father got a job in a plastic factory earning minimum wage and my mother began to babysit neighborhood kids to help with income for the family. So you can say that we were poor, but all that I could remember that day three years ago was how rich we were.
The day I volunteered at that elementary school, I was placed in a classroom of second graders. I went in that morning feeling excited about what I could do to help the teacher, and thought just maybe I would get to play a bit with the students. I asked the teacher for guidance in what I could do and how I could make myself useful. She replied by telling me to go around the class to help the students with their assignments; not to solve the problems for them, but to help the students that were struggling a bit. I made my rounds and noticed a little boy that was falling asleep on his desk. I approached him and asked him if he was ok. His reply was that he had not slept because his mom and her boyfriend were fighting all night and, as happened almost every night, he could not sleep. He went on to tell me how he was also very hungry since he had not had dinner or breakfast. It was at that moment that I began to feel how fortunate I had been in my life. Driving back to the office a few hours later, I started to cry, but they were tears of gratitude. How fortunate and privileged I had been that while my parents did not have wealth and riches, they did give my brothers and I the best gift ever – their unconditional love and care. Not once did we feel that we were not the center of their universe. We knew that they would take care of us and protect us with all of their might. That is the reason I feel so privileged and fortunate.
The notion of me having this great fortune and what it has meant for me in my life has been on my mind ever since, especially since I possibly took it all for granted prior to that day three years ago. And the more I think about it, the more I realize that while there had been many other occasions when I did enjoy many privileges, there were also instances where I was made to feel uncomfortable by others with different privileges. The more I thought about it the more I realized that it is critical to recognize both my own privileges and my view of the world due to the influences of these privileges. To me, these can become blinders. I call them blinders because they can minimize the way you look at the rest of the world, influence your choices and your opinions of others and limit your judgment by thinking that others have experienced life as you have.
There is a quote that I love from Booker T. Washington: “I have learned that success is to be measured not so much by the position that one has reached in life as by the obstacles which he has had to overcome while trying to succeed. “ This quote reminds me that some have it easier in life just because of the color of their skin, their height, their appearance, their cultural identity, their sexual orientation, etc. I say “easier” because they have certain privileges that they are just born with. And my point is not to begrudge them for their privilege; I could not do that since I myself have certain privileges. However, my goal with the work I do in Diversity & Inclusion is to help us all to be more aware of our own blessings before passing judgment on others. I want us to recognize that maybe others have had to work a little harder, a little more, just because of who they are and how they fit into this world according to the privileges (or lack thereof) that they were given when they were born.
Being self-aware of the privileges that we have, and making decisions with the awareness that our blinders can get in the way, is how we grow. We should aim to make decisions on talent for our organizations in objective ways, in ways that recognize the talent that those with less privilege can bring. And while our immediate preference might be to choose those that have had similar privileges as us, let’s think twice or even three times before dismissing the potential that differences bring to any group or team. Rejoice in your privilege, and share it with those that were maybe not as lucky. There are definitely those out there, like that second grader I meet three years ago, that deserve to be noticed and to share in a little of my own good fortune. And while he is only a memory today, I will hold this memory with me. Whenever I meet someone deserving of an opportunity to excel, I recognize that maybe he or she had to overcome more obstacles that I did to get to where they are today.

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  • admin
  • 07 Feb 2022

Inclusion matters and stay curious

I like to define global diversity as the richness of differences and similarities that exists amongst all people. It is all the attributes that makes us human and individuals. From our gender, the place where we were born and raise, our cultural ties, our education and the individual experiences that each of us has experienced in our lives. It is this richness of backgrounds and experience that makes us similar and different from each other. Similar because we can share many things in common with others, but at the same time different because we have each experienced it individually.
In the world we live today were so many barriers that were common a few years back have been broken, and there is so much more trade and sharing of information at all levels, addressing the topic of global diversity is no longer an option for companies that want to grow in the global marketplace. I have heard comments throughout my career that it is better for teams to focus on their similarities and not their differences, that it the way that teams get along and are best able to work together. I would agree but only somewhat. While it is important for a group to focus on similarities, the richness of the contributions and insights depends on ensuring that the differences can also surface and be present in the discussions. It is by the in the fact of being able to share ideas and thoughts from our own experiences that we become more creative in solving problems and more adapt at creating new opportunities, especially when dealing with situations or markets that are new to us.
Global Diversity is the richness of experiences and cultural backgrounds that come to the table when a global team sits together on a project, on a company, or any organization. It is not limited to race or ethnicity or gender differences. It is all the combined experiences that make a group better and richer so that they build on each other’s experience and knowledge. But along with the richness of differences and experiences come also challenges as to how to work together and ensure that there is balance and the right culture
Imagine entering a new market and not having any locals on the top management of the company. The team in place has a wealth of knowledge related to the company and the products that it sells, however it lacks the experience and nuances associated with dealing with local customers and local consumers. We can have all the experience we want from the home office, 10,000 miles away, but we need to be able to also translate that experience into local solutions for the local market. I never forget the story of a very knowledgeable and experienced executive that ran the one a very successful operationin one country in Latin America of a very successful consumer products company. The executive was very well versed in the dealings of the his coun and had been very successful in his market. Due to his background he was promoted and given a larger role managing all of Latin America for the company. You would assume that the executive would have continue to be successful , but the fact is that he stumbled and made many serious mistakes by assuming that the similarities were greater than the differences amongst Latin American countries. The fact is that while there are some similar cultural themes, the business and cultural nuances vary from country to country and it is better not to assume that what works in country would work on another. This very example can apply to other regions of the world.
The best solution to avoid mistakes and errors is to ensure that you have teams in place that are knowledgeable and adaptable to local nuances and also the experience from central office to bring the essence of the company or organizational culture. A great way to achieve that is with diversity in the teams. Ensuring that is strong representation from the central culture as well as the local culture, and that there is enough sharing of ideas and concepts to ensure that all points of view are considered before critical decisions are made. This type of team would de ideal for any organization, and the other key factor to consider is how you will bring such a team together and promote the management of differences so that all feel that they can
In just two months we will be in the year 2011. It is hard to believe that it was 7 years ago that I began my professional journey in the field of Diversity. I say professional because I do feel that I have been in the journey on a personal level all my life. I have always being interested in cultures, in people and how we could all work best together. I like to define global diversity as the richness of differences and similarities that exists amongst all people. It is all the attributes that makes us human and individuals. From our gender, the place where we were born and raise, our cultural ties, our education and the individual experiences that each of us has experienced in our lives. It is this richness of backgrounds and experience that makes us similar and different from each other. Similar because we can share many things in common with others, but at the same time different because we have each experienced it individually.
In the world we live today were so many barriers that were common a few years back have been broken, and there is so much more trade and sharing of information at all levels, addressing the topic of global diversity is no longer an option for companies that want to grow in the global marketplace. I have heard comments throughout my career that it is better for teams to focus on their similarities and not their differences, that it the way that teams get along and are best able to work together. I would agree but only somewhat. While it is important for a group to focus on similarities, the richness of the contributions and insights depends on ensuring that the differences can also surface and be present in the discussions. It is by the in the fact of being able to share ideas and thoughts from our own experiences that we become more creative in solving problems and more adapt at creating new opportunities, especially when dealing with situations or markets that are new to us.
Global Diversity is the richness of experiences and cultural backgrounds that come to the table when a global team sits together on a project, on a company, or any organization. It is not limited to race or ethnicity or gender differences. It is all the combined experiences that make a group better and richer so that they build on each other’s experience and knowledge. But along with the richness of differences and experiences come also challenges as to how to work together and ensure that there is balance and the right culture Imagine entering a new market and not having any locals on the top management of the company. The team in place has a wealth of knowledge related to the company and the products that it sells, however it lacks the experience and nuances associated with dealing with local customers and local consumers. We can have all the experience we want from the home office, 10,000 miles away, but we need to be able to also translate that experience into local solutions for the local market. I never forget the story of a very knowledgeable and experienced executive that ran the one a very successful operationin one country in Latin America of a very successful consumer products company. The executive was very well versed in the dealings of the his coun and had been very successful in his market. Due to his background he was promoted and given a larger role managing all of Latin America for the company. You would assume that the executive would have continue to be successful , but the fact is that he stumbled and made many serious mistakes by assuming that the similarities were greater than the differences amongst Latin American countries. The fact is that while there are some similar cultural themes, the business and cultural nuances vary from country to country and it is better not to assume that what works in country would work on another. This very example can apply to other regions of the world.
The best solution to avoid mistakes and errors is to ensure that you have teams in place that are knowledgeable and adaptable to local nuances and also the experience from central office to bring the essence of the company or organizational culture. A great way to achieve that is with diversity in the teams. Ensuring that is strong representation from the central culture as well as the local culture, and that there is enough sharing of ideas and concepts to ensure that all points of view are considered before critical decisions are made. This type of team would de ideal for any organization, and the other key factor to consider is how you will bring such a team together and promote the management of differences so that all feel that they can
In just two months we will be in the year 2011. It is hard to believe that it was 7 years ago that I began my professional journey in the field of Diversity. I say professional because I do feel that I have been in the journey on a personal level all my life. I have always being interested in cultures, in people and how we could all work best together.

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“Graciela is truly gifted when it comes to diversity and coaching. Her empathy and compassion coupled with a deep understanding of navigating differences makes her uniquely effective in this work. I began working with Graciela during an unsettling organizational restructuring process when I joined Mattel as a Consultant in 2006. Graciela was the head of diversity and sales training at that time. She was highly skilled at providing exceptional support, coaching, and leadership to myself, and many employees. Graciela listens with compassion, and she was great at providing excellent solutions and coaching. A conversation with Graciela left you re-energized and motivated to learn more about yourself and how you could best thrive and contribute to the organization. I had the pleasure of partnering with her for diversity recruitment and many other diversity & inclusion initiatives and would welcome an opportunity to work with her again! Graciela is a unique individual that lights up the room when she enters, her smile, her authentic concern and compassion for others is evident by her presence. Her infectious energy changes the room dynamics instantly. As I would comment to Graciela after working a diversity event (everyone knew her and had great things to say about her) – I felt like I was working with a “Rock Star”. I often complimented her for the positive reputation and respect of others she has in the community and the working world for her work. The one word often used to describe her most was what an Awesome person she is! I agree! Graciela is a “rare gem” and anyone that has an opportunity to work with her will be forever changed for the good!”

M.C. Manager of Recruitment, Mattel, Inc

When I accepted a new position with new and unique challenges, I chose Graciela to coach me through the transition. She’s challenged me and encouraged me, providing me the tools and resources to ensure success. I wouldn’t be where I am now without Graciela!

Eve Waldman

Graciela is an amazing and inspirational leader. I can wholeheartedly say that if it were not for Graciela, I would not have had the courage to follow through with the necessary steps in starting my own business. Graciela has given me that extra push that I needed and given me the confidence to feel like a true leader. I cannot recommend her services enough and if you are lucky enough to work with her consider yourself truly blessed!

Eve Waldman
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