CLIENT RESULTS
Every engagement is built for a specific organization, a specific moment, and a measurable outcome. These are the results.
ENTERPRISE · AI-AUGMENTED LEADERSHIP · 2025
Alstom USA
SHIFT PROGRAM · 12-WEEK VIRTUAL · ENTERPRISE MANUFACTURING
12
Week program
100%
Recommend rate
4.5/5
Average rating
3
Custom GPTs built
Alstom identified a talent pipeline gap. Junior managers were advancing into greater responsibility without the professional skills to lead effectively. VDC designed and delivered a 12-week virtual leadership development program across 4 curriculum phases, with AI literacy embedded as a functional skill. Not a concept.
3 custom GPTs were built and deployed specifically for this program, extending participant support beyond live sessions. They remain accessible to participants indefinitely.
"Ms. Marshall has been amazing in giving professional and life changing advice. Do it. The ShIFT program is a great program where anyone can gain in any area."
ShIFT Program Participant · Alstom USA
ENTERPRISE · ERG PROGRAM MANAGEMENT
Apex Systems (now Everforth)
50%+
ERG participation Q1-Q2
20%
Increase in nominations
15%
Employee engagement lift
Apex Systems lacked a formal ERG training program. VDC designed a comprehensive ERG Program Management Certification, delivered structured orientation, and built roadmaps, terminology guides, and allyship frameworks. The result was a measurable shift in engagement, participation, and ERG leadership capability.
"Sharitta has been a partner for about a year now and I cannot say enough about the support she has provided."
Tai Dotson · Director of Global Culture and Engagement · Everforth
ENTERPRISE · ERG STRATEGY
Fortune 500 Staffing Company
14%
Engagement in 6 months
3x
ERG participation YoY
2
Initiatives scaled company-wide
ERGs existed in name but lacked structure, goals, and visibility. VDC led a strategy sprint starting with a full audit of the ERG ecosystem. The result was a strategic roadmap tied to business outcomes, formalized executive sponsorship, a KPI dashboard, and a dedicated budget for each ERG. ERGs shifted from perceived as extracurricular to business critical.
Two ERG-led pilot programs gained C-suite visibility. Several ERG leaders entered formal leadership programs. Two received internal promotions within the year.
Outcome summary · Anonymous by request
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