Building systems that outlast any single initiative.
Senior OD leader who introduced Organizational Development as a new discipline at the City of Coppell — architecting enterprise learning systems, governance redesigns, change management programs, and community transformation initiatives that reach 40,000+ residents.
Leadership Philosophy
"Career stagnation is almost never a capability problem — it's a positioning problem. The same is true for organizations. When systems, structures, and people aren't aligned, the most talented teams underperform. My work lives at that intersection."
— Laci McKinneyI build at the intersection of organizational effectiveness and human development — a combination that allows me to see both the system and the person within it simultaneously. My approach is grounded in the belief that sustainable organizational change requires architecture, not just intervention.
At the City of Coppell, I introduced OD as an entirely new discipline — designing the frameworks, learning systems, governance structures, and cultural strategies that now define how the organization develops its people and community. My work spans 456 employees from frontline to executive leadership, and a community of 40,000+ residents.
I am a Prosci-certified Change Practitioner, a trained facilitator, a curriculum designer, and a strategic advisor to city leadership. I bring each of these capabilities to bear as an integrated practice, not as separate functions.
Portfolio of Work
A selection of enterprise initiatives designed, developed, and led from concept through execution. Documents available via the links below.
Conceptualized and led the development of the City of Coppell's first competency-aligned enterprise learning journey — spanning pre-boarding through career advancement and people-leader tracks. Built on ADKAR methodology with a phased roadmap for LMS integration, employee L&D surveys, and continuous evolution.
Diagnosed fragmented committee structure across the organization and led a complete governance redesign — defining three workgroup types, consolidating 19 committees to 9 strategically aligned groups, and creating the Workgroup Field Guide and Director Sponsor Model. Hosted workshop developing workgroup leads alongside their director sponsors.
Sole content strategist and program architect for a 10-year community transformation initiative now open to all City of Coppell residents. Developed all frameworks, website content, youth and adult programming, advisory group structure, and executive talking points. Directed external design and facilitation partners across three fiscal years.
Served as Prosci-certified Change Practitioner for the enterprise Workforce Development System transformation. Developed the full OCM plan, ADKAR assessment, Smart Goal coaching framework, change close-out documentation, and stakeholder roadshow presentations. Collaborated with the Assistant Director (PM) and Director (Executive Sponsor).
Recruited Dallas College as academic partner and customized a full-day Cultural Agility curriculum to align with the City of Coppell's Culture of Credibility, core competencies, and organizational identity. Designed test-and-learn pilot phase with 40 participants before enterprise rollout, embedding belonging into the organization's relational competency framework.
Built a belonging strategy embedded throughout the full employee lifecycle, anchored to the Relational core competency. Wrote and personally delivers belonging content at new hire orientation and the six-month Camp Hedgehog experience. Designed and facilitates team learning on OD principles, effectiveness, and belonging frameworks.
Designed, developed, and facilitates the organization-wide Effective Interviewing program — equipping people leaders to conduct fair, bias-aware interviews aligned to organizational competencies. Removes unconscious bias from hiring decisions and ensures candidate evaluation reflects role-specific criteria.
Led cross-functional leadership development team from 2022 through the WFD Phase 3 rollout, ensuring team members were embedded in every stage of learning with external facilitators. Team evolved from departmental representatives to a coaching-focused resource, ultimately becoming a key asset in the organization's workforce development system.
Measurable Impact
Every initiative is designed with outcomes in mind. Here's what the work has produced.
Credentials
Academic foundation and professional development in OD, change management, and human-centered design.
Let's Connect
Available for VP-level opportunities in organizational development, talent strategy, and learning & development. Open to conversations about how my body of work aligns with your organization's needs.
laciymckinney@gmail.com