CASE STUDIES
REAL CLIENT TRANSFORMATIONS
CASE STUDY:
Clinton Correctional Facility
● People-Focused Risk Mitigation – Recognizing that even the most volatile environments can be stabilized with the right interventions.
● Cognitive Behavioral and Narrative Therapy Techniques – Using psychology- driven methods to foster accountability and behavior change.
● Strategic Micro-Interventions – Implementing small, intentional adjustments that led to long-term improvements.
● Empathy-Driven Leadership – Creating a structured yet humane environment where inmates felt seen and accountable.
● Creativity & Self-Reflection – Encouraging personal transformation through tailored exercises.
This approach wasn’t about punishment or compliance—it was about sustainable, measurable change.
My Approach
The Challenge
Clinton Correctional Facility faced a major crisis: a group of high-risk inmates who had failed out of both general population and behavior modification programs. Many had hundreds—if not thousands—of disciplinary infractions, ranging from minor rule violations to violent incidents against staff and other inmates. Some had never gone more than a day without a write-up. With no effective interventions in place, the facility was in urgent need of a risk mitigation strategy that actually worked.
With zero additional budget, I designed and implemented a custom behavioral
modification program that transformed how the facility managed high-risk individuals.
MY Approach included:
THE OUTCOME
Even the most high-risk environments can be transformed with the right strategy. My people-focused risk mitigation approach delivers measurable results—whether in corrections, corporate environments, or government institutions. The right interventions don’t just reduce risk— they drive sustainable change.
Key Takeaway for Leaders:
● 80% reduction in behavioral violations, making it the most successful intervention program in the state.
● Inmates who had never gone a single day without a violation remained infraction- free for six months.
● Increased safety for both staff and inmates.
● A new model for correctional risk mitigation, proving that even the highest-risk populations can be positively impacted through strategy and empathy.
CASE STUDY:
U.S. Military Compliance & Risk Transformation
● Cultivating Leaders & Trainers – Developed a leadership pipeline, equipping
trainers to sustain the program.
● Building Accountability & Metrics – Designed a tracking system to monitor
training completion and compliance rates.
● Creating a Sustainable Training Cadence – Established a repeatable, long-term
framework to reinforce a culture of prevention.
● Engaging Leadership – Shifted leadership from passive observers to active
champions of violence prevention.
My Approach
The Challenge
An Air Force base was failing a critical compliance mandate: sexual assault prevention training completion stood at just 4%—the lowest in the entire Air Force. With no leadership oversight, no accountability structure, and no tracking system in place, the base was not only out of compliance but also at serious reputational and operational risk.
To move beyond reactive crisis management, I built a comprehensive, proactive compliance system from the ground up.
Key interventions included:
THE OUTCOME
Most organizations only address risk when compliance failures threaten reputation and operations. But true risk mitigation isn’t about checking boxes—it’s about building proactive systems that drive lasting transformation.
In this case, I didn’t just bring a failing Air Force base into compliance—I created a structured, sustainable program that turned hesitant leadership into engaged champions
of violence prevention.
Key Takeaway for Leaders:
Compliance skyrocketed from 4% to 96% in just six months—one of the most dramatic improvements in Air Force history.
● Leadership engagement increased significantly, with commanders activelysupporting broader violence prevention initiatives.
● Significant risk reduction, improving both operational security and the base’sreputation.
● A long-term, scalable compliance system ensuring sustained impact and cultural change.
CASE STUDY:
Transforming Risk & Compliance at NOAA
● Developed a Risk-Tailored Intervention Framework – Matched intervention strategies to risk levels within NOAA, providing high-risk employees with targeted solutions.
● Created a Comprehensive Compliance System – Designed policies, procedures, and reporting channels to meet congressional compliance mandates.
● Established a Centralized Reporting & Support System – Implemented a structured reporting system, victim advocacy services, and stronger employee protections.
● Built an Interdepartmental Council – Convened leadership across NOAA’s
departments to eliminate silos and ensure alignment.
● Launched Large-Scale Training – Created a high-impact training series that connected misconduct prevention with employee wellness, reaching 9,000 employees in six months.
● Influenced Federal Policy – Successfully revised the law to provide stronger protections for employees impacted by misconduct.
My Approach
The Challenge
The National Oceanic and Atmospheric Administration (NOAA) faced a severe
compliance issue: a newly passed congressional law required the agency to prevent
sexual misconduct in the workplace, but NOAA had no policy, procedures, or programming in place. The agency was under congressional scrutiny, reputational risk, and struggling with misconduct issues across a highly dispersed workforce.
With personnel spanning land-based offices, at-sea operations, quasi-military units, and
remote locations like Antarctica and Alaska, NOAA’s risk profile was complex—and yet, no framework existed to address these unique challenges.
I was tasked with building NOAA’s workplace sexual misconduct prevention program from scratch.
To ensure long-term impact, I:
THE OUTCOME
Most organizations approach risk management reactively—when compliance failures threaten reputation and operational integrity. But real risk mitigation goes beyond compliance. It requires tailored strategies, breaking down silos, and building sustainable systems that change culture.
This project proved that:
● Risk strategies must be customized—one-size-fits-all doesn’t work for complex organizations.
● Breaking down silos is critical—coordinated leadership drives accountability and change.
● Trust reduces risk—higher reporting rates signaled employees felt safe speaking up.
● Policy change is part of risk leadership—systemic improvements require action beyond internal fixes.
● Leadership engagement transforms culture—NOAA’s leaders went from reactive to proactive, embedding risk mitigation into the agency’s DNA.
Key Takeaway for Leaders:
● Brought NOAA into full compliance with federal mandates.
● Increased reporting rates, demonstrating greater employee trust—a core risk
mitigation strategy.
● Transformed leadership engagement, with NOAA’s top officials actively
championing risk mitigation.
● Trained 9,000 employees in six months, ensuring widespread awareness and
behavioral change.
● Eliminated operational silos through the creation of NOAA’s first agency-wide risk council.
● Earned national recognition, including acknowledgment from the White House,
NIH, NSF, and Congress.
Burn BRIGHT MEDIA FEATURES
6/22/2021 - Digital Article - Business Insider
America's Top Business are Trying to Solve the Burnout Crisis, Workers are Saying its not Enough
1/26/2024 - Digital Article - The Washingtonian
4 Ways to Battle Burnout at Work
08/24/2024 - Digital Article - Federal News Network
DOJ employees call for governmentwide plan addressing sexual misconduct
12/20/2022 - Digital Article - Pocket
It's Not Just Burnout. How Grind Culture Failed Women
12/29/2022 - Digital Article - Mic
The relentless indignities of being a woman working for justice
07/03/2021 - Digital Article - Fast Company
You’re still dealing with burnout the wrong way. Here are 3 tactics that will actually help
12/13/2022 - LIVE STREAM - Podbean
BIPOC Wellness Podcasts: Cultivating Tools & Resources for a Great New Year
1/10/2023 - Digital - Article - Sunday Riley
How to End the Toxic Cycle of Gossiping at Work
6/14/2023 - Television - The Washingtonian
Interview - Great Day Washington Live
09/18/2022 - digital Article - Ebony
How to Recognize and Overcome Parental Burnout
Looking to go beyond compliance and build a sustainable risk management strategy?
Let's Talk.
CONTACT ME TODAY