Dr. Kostman is an Industrial & Organizational Psychologist, Executive Coach, and Strategic Consultant. Over the past fifteen years he has advised CEOs and Senior Executives in organizations ranging from the Fortune 500 to the Federal Government on a wide-range of Human Capital and Leadership Development challenges and solutions.

1. JT KOSTMAN, PH.D.
313 Wills Avenue • Stanhope, NJ 07874
jtkostman@yahoo.com • 703.403.2555
SUMMARY OF QUALIFICATIONS
Consulting: Industrial & Organizational Psychologist, Strategic Consultant, and Executive Coach with a Top
Secret Government Clearance and 12+ years experience advising ‘C’ and Senior Level Executives in
organizations ranging from the Federal Government to the Fortune 500. Nationally recognized expert in the
areas of Leadership Development, Organizational Change, and Strategic Human Capital Management.
Leadership: Over a decade leading consulting teams of up to 38 professionals on simultaneously executed
multi-million dollar Human Capital and Professional Development projects – while consistently maintaining
high levels of employee engagement, customer satisfaction, profit margins, and account growth. Formerly led
teams charged with making life-and-death decisions while serving as a Paramedic, Police Officer, Deep-Sea
Rescue Diver, and Team Leader of an elite Airborne Scout/Sniper Reconnaissance Team with the U.S. Army.
Teaching: Designed, developed, and delivered Leadership, Management, and Professional Development
courses for scores of corporate, private, government, and nonprofit organizations that received the highest
student-participant ratings in the history of several client organizations. Developed and taught capstone,
graduate, undergraduate, and professional development courses that likewise consistently earned the highest
student evaluation scores in several University departments. Considerable experience with numerous teaching
modalities, including: Blackboard, WebCT, Second Life, case-based, participant-centered, Socratic inquiry,
experiential exercises, collaborative constructivism, and traditional classroom lectures. Prior to attending
graduate school, taught for nearly twenty years in various roles, while serving as a Paramedic Preceptor,
Advanced Cardiac Life Support Instructor, Rescue Trainer, Police Academy Instructor, Court Appointed
Special Advocate, and Battalion Training NCO, 3/27th, 7th ID (Light) U.S. Army.
Education: In addition to completing an MS and Ph.D. in Industrial & Organizational Psychology at CUNY,
completed graduate studies in strategy and behavioral economics in the MBA programs of Baruch College,
NYU, and Columbia University. Also completed doctoral studies on the applications of nonlinear dynamical
systems theory (chaos and complexity theory) to the analysis of individual and group behaviors at the New
England Complex Systems Institute, jointly hosted by Harvard and MIT, and through post-doctoral work under
a National Science Foundation fellowship with the NATO Advanced Study Institute at the University of
Moscow. Attended and taught numerous continuing education courses related to adult-learning, classroom
management, pedagogical theory, and next-generation learning technologies. Attended the Harvard Business
School program on Participant Centered Learning and the Case Method and bi-weekly professional
development seminars for two years coincident with being awarded a Graduate Teaching Fellowship and
Graduate Writing Fellowship; similarly, attended numerous continuing education-related conferences and
courses over the past twenty years, most recently including a three-week course for Professors focused on
developing collaborative online learning environments, the Teaching Company’s course The Art of Teaching;
Best Practices from a Master Educator, the 4th Annual Homeland Defense and Security Education Summit, and
the 13th FEMA EMI Emergency Management Higher Education Conference.
Clients: 1998 – Present
U.S. Army Research Development Engineering Command (RDECOM), Central Intelligence Agency, Standard &
Poor’s, Morgan Stanley, Chase Manhattan Bank, Deutsche Bank, Moody’s, UBS|PaineWebber, VNU Business
Media, Ernst & Young, Ortho Clinical Diagnostics, SAP, ADP, Ethicon, Sanofi-Aventis, Novartis, US Airways,
Gerdau AmeriSteel, Honeywell, Hershey Foods, Becton Dickinson, Mead Johnson, Universal Health Services,
Constellation Energy, Williams Energy, Jack In The Box, PepsiCo, Best Buys, Drees Homes, Hovnanian Homes,
Campbell Soup, Pepperidge Farms, Mid-Atlantic Corporate Federal Credit Union, American Cancer Society, March
of Dimes, Better Business Bureau of New York, Federal Reserve Bank of Cleveland, Federal Reserve Bank of
Philadelphia, Federal Reserve Bank Board of Governors.

2. JT Kostman, Ph.D.
WORK EXPERIENCE
STRATEGIC CONSULTANT
• C2 Technologies: Senior Consultant, Industrial & Organizational Psychologist (2009 – 2010)
o Charged with leading teams in the creation and delivery of integrated Human Capital, professional
development, and performance improvement solutions for a wide-range of Government
Departments and Agencies. Responsibilities include the development of new strategies and
managing a multi-tiered staff of professionals, including I/O Psychologists, ISDs, Project Managers,
Technology Professionals, and Support Personnel. Collateral duties include serving as an Executive
Coach to help Senior Executives evolve their capabilities consistent with the OPM ECQs.
• LSR Alliance: Strategic Consultant; Industrial & Organizational Psychologist (2007 – 2009)
o Counselor, confidant, and coach to CEOs and Senior Executives in organizations ranging from the
Fortune 500 to the Federal Reserve Bank on a wide-range of issues pertaining to Human Capital
strategy development and performance improvement initiatives. This work included individual and
organizational assessments and diagnoses, the development and implementation of complex and
comprehensive strategies for effecting large-scale change, and the development of organization-
wide training programs in support of strategic change and performance improvement initiatives.
• Metrus Group: Strategic Consultant; Industrial & Organizational Psychologist (2004 – 2007)
o Advised corporate clients on a wide-range of issues pertaining to the development of Human
Capital strategies and the improvement of their internal capabilities. This work included individual
and organizational assessments and diagnoses, the development and implementation of complex
and comprehensive strategies to effecting large-scale change, the creation of talent management
strategies, and the analysis of multiple sources of data in support of strategic change initiatives.
• The Gallup Organization: Strategic Consultant; Research Director (2002 – 2004)
o Advised on strategies for the evolution of Human Capital in client organizations. Specific duties
included (a) supervising a multi-level team of researchers and consultants in the collection of data
used to assess employee engagement, (b) assessing executives for the purposes of selection and
professional development, (c) constructing, administering and interpreting psychometrically valid
selection instruments for use in the assessment of candidates for employment, (d) providing
strategic-level advice on the development of organizational change initiatives, (e) developing and
managing the delivery of leader, supervisor, and individual contributor training programs.
• Key Learning International: Instructor, Consultant, Instructional System Designer (1998 – 2002)
o Designed, developed, and delivered Leadership, Management, and Professional Development
courses for corporate, private, and nonprofit organizations. Conducted in-depth needs analysis and
worked with clients to assess transfer-of-training, program efficacy, and return on training
investments. Employed ADDIE and Four-Component Instructional Design model (4C/ID)
methodologies to develop experiential and engaging learning solutions designed to meet specific
client needs and various learning styles. Consistently received the highest student-participant ratings
for our programs, and were recognized on several occasions as having provided the highest-rated
training in the history of client organizations – including the Federal Reserve Bank, VNU Business
Media, Morgan Stanley, Ernst & Young, March of Dimes, and U.S. Airways.

3. JT Kostman, Ph.D.
ADJUNCT PROFESSOR
• Columbia Southern University: Online MS Program (2010 – Present)
o Chair, Academic Advisory Committee; Homeland Security and Emergency Management
• University of Connecticut: Online MS Program (2010 – Present)
o Developed and Taught MS Capstone Course for Homeland Security and Emergency Management
Program; Leadership in Times of Crisis, Chaos and Change
• City University of New York: Baruch College; MBA/MS Program (1998 – 2008)
o Developed and Taught Graduate and Undergraduate Courses in Strategy, Leadership,
Organizational Transformation, Organizational Psychology, General Psychology, Social
Psychology, Strategic Human Resource Management, Positive Psychology
• Rutgers University: Continuing Management Development Program (2001 – 2008)
o Developed and Taught Seminars in Strategy, Leadership, Organizational Transformation
• Manhattanville College: Graduate Program (2002 – 2003)
o Developed and Taught Graduate Course in Selection and Assessment Strategies
PUBLIC SERVICE
• Court Appointed Special Advocate: Washoe County Courts (1995 – 1998)
• United States Army: Team Leader, Scout/Sniper Reconnaissance Team (1991 – 1994)
• Reno Police Department: Police Officer (1990 – 1991)
• Douglas County Sheriff’s Office: Deputy Sheriff; Coroner’s Investigator (1987 – 1990)
• Police Academy Instructor: Nevada State Police Academy (1988 – 1991)
• Deep-Sea Rescue Diver: International Underwater Contractors (1983 – 1986)
• Paramedic / EMT: Emergency Rescue Services (1979 – 1990)
EDUCATION
Ph.D., Industrial & Organizational Psychology, City University of New York (2003)
Dissertation: Multi-Dimensional Performance Requires Multi-Faceted Predictors: Predicting
Complex Job Performance Using Cognitive Ability, Personality and Emotional
Intelligence Assessment Instruments as Combinatorial Predictors
Honors: Dissertation passed with Distinction
First member of cohort to complete dissertation
Fellowships: National Science Foundation Fellowship; University of Moscow, NATO Advanced
Study Institute – Nonlinear Dynamics in the Life and Social Sciences
New England Complex Systems Institute; Harvard and MIT – Studies in Chaos,
Complexity and Nonlinear Dynamical Systems Theory
Graduate Teaching Fellowship
Graduate Writing Fellowship
Service: Representative for all graduate students at the City University of New York
Doctoral student representative to faculty selection committee
Doctoral student representative to candidate selection committee

4. JT Kostman, Ph.D.
M.S., Industrial & Organizational Psychology, City University of New York (2000)
Thesis: The Human Perception of Time as a Determinant of the Rate and Intensity of
Behaviors in Dynamically Complex Systems
Additional Columbia University; Behavioral Economics
MBA Studies: New York University; Strategy & Decision Making
Baruch College; Strategy & Decision Making
B.S., Psychology, University of Nevada, Reno (1998)
Honors: Graduated magna cum laude
Psi Chi, the National Honor Society in Psychology
REPRESENTATIVE PROFESSIONAL ACCOMPLISHMENTS
Challenge: Help various clients gain accurate insight into the causes of strategic and operational challenges and
assess perceptions of various groups, including both internal (Employees, Executives, Board Members) and
external (Customers, Stakeholders, Public) constituencies, in order to develop effective strategies and more
effectively frame communications.
Solution: Conducted sophisticated statistical analyses of quantitative and qualitative data, including using a
wide range of parametric, non-parametric, descriptive, inferential, and predictive approaches which included,
but were not limited to: Structural Equation Modeling (LISREL), Path Analysis, Linkage Analysis, Log-
Linear Analysis, Hierarchical Cluster Analysis, Multiple Regression Analysis, Content Coding and Pre-
Coding, Bayesian Analysis, Markov Chain Monte Carlo Analysis, Market and Portfolio Segmentation
Strategies. Utilized and managed the application of every available modality of diagnostic assessments and
surveys for the collection of quantitative and qualitative data, including: phone banks, interactive voice
response, computer assisted survey information collection systems, computer assisted personal interviewing,
online surveys, kiosks, OCR scanning technologies, focus groups, audience polling, rapid assessment
interviews, in-depth interviews.
Challenge: Considerable infighting, animus, and the formation of factious elements within this critical
department of the Federal Reserve Bank threatened to adversely impact operational capabilities.
Solution: Worked in partnership with representatives of the involved groups to resolve concerns and clarify
mutual expectations. As a consequence of this initiative a formerly contentious, and frequently litigious,
group of individuals was transformed into a highly effective strategically aligned team. This project resulted
in my being referred by the First Vice-President to work with another department to provide similar services,
as well as a referral to a commercial institution for whom I provided similar services, which likewise resulted
in greatly increased intra- and interdepartmental collaboration.
Challenge: Rapidly changing market conditions required this pharmaceutical giant to quickly evolve the
capabilities of its sales, support, and managerial staff.
Solution: Partnered with various vendors to develop a corporate university which leveraged existing courses,
custom-developed content, and experiential learning opportunities to meet the needs of several functional
areas. Conference presentations based on this project led to similar engagements with four additional
pharmaceutical companies and two manufacturing firms. Extended projects included integrating lessons-
learned in Learning Management Systems (LMS) and Knowledge Management (KM) databases, as well as
the development Return on Training Investment (ROTI) metrics, which were implemented using Lean Six
Sigma strategies, to demonstrate the quantifiable – and monetizable – impact of training on organizational
performance.

5. JT Kostman, Ph.D.
Challenge: The customer service ratings for this major American airline were among the lowest in the industry.
Solution: Worked with internal learning consultants to iteratively analyze, design, develop, implement, and
evaluate (ADDIE) a comprehensive program that met the expectations of multiple stakeholders, and which
resulted in the development of a repertoire of courses targeting both general and specific challenges. By
utilizing a multiple-baseline staggered-intervention research design we demonstrated a causative, as opposed
to merely correlative, relationship between this program and improvements in customer satisfaction scores.
Challenge: Job performance in this international leader in the financial services industry was found to be grossly
misaligned with organizational strategies and objectives.
Solution: Partnered with organizational stakeholders from across the organization on the development of a
multi-dimensional web-based based competence and performance management model that was subsequently
used to align individual behaviors with strategic objectives for positions ranging from individual contributors
to managers. These models were subsequently used as the foundation for selection, training and
performance management for all positions.
Challenge: Inter-departmental conflicts resulted in a hopelessly clogged new-product development pipeline that
was costing this organization hundreds of thousands of dollars in direct costs and even greater unrealized
opportunity costs.
Solution: Worked with the leaders of eight separate departments to develop a collaborative process that
resulted in the reengineering and replacement of a 47-day process with considerable variance and limited
accountability with a 6-day synchronous process with minimal variance and complete accountability.
Challenge: The Board of Directors of this eighty-five-year-old institution were unable to agree on a new strategy
that would empower the President to take action – despite rapidly eroding market share and a substantial
possibility that the organization would not survive without considerable revitalization.
Solution: Gathered extensive data in the preparation of a comprehensive report and series of meetings I
facilitated with the Board of Directors. These meetings resulted in an unprecedented consensus on
redefining this organization’s mission for the first time in its eighty-five year history – and led to a longtime
friendship with a member of the Board, who is also one of the nation’s leading business ethicists.
Challenge: Faced with severely depressed stock prices following a failed merger this iconic industry leader set
an unprecedented goal of increasing productivity by $110M over five years – without increasing payroll costs or
making any significant capital investments.
Solution: Developed and led an inter-departmental, cross-functional, highly collaborative initiative that led
to the creation of numerous training programs which were met with tremendous enthusiasm by employees
and which resulted in dramatically reduced costs as a consequence of increased efficiencies and increased
productivity beyond targeted levels. This initiative involved conducting extensive interviews with employees
ranging in status from the senior-most managers of the company to shop-floor employees in various
departments and plants located in five different States.
Challenge: An economically necessitated reduction in force resulted in a decrease of the inbound telesales force
of this multi-national company by 15%
Solution: Redesigned performance criteria, developed manager training programs, and restructured the
existent bonus program, resulting in an increase in customer retention of 11%, increased sales of 17%, and a
decrease in payroll costs of 13%
Challenge: Select more effective salespeople
Solution: Led a team in the development of a psychometrically validated selection instrument for sales
professionals. The projected resulted in additional revenues of $8.2M annually. This solution became the
subject of a presentation to the Society for Industrial and Organizational Psychology.

6. JT Kostman, Ph.D.
Challenge: Excess turnover and insufficient budget to increase salaries
Solution: Developed training programs supporting a retention initiative which resulted in a decrease in
turnover from 63% to 15% – a change which was sustained for over three years, while wages remained 8%
below the industry average, resulting in net annual savings of over $16.4M
Challenge: Job performance in this international financial services firm was found to be grossly misaligned with
organizational strategies and objectives
Solution: Partnered in the development of a needs analysis and multi-dimensional HTML based
competency model used to align individual behaviors with strategic objectives for positions ranging from
Financial Advisors to District Managers – these same models were subsequently used as the foundation for
selection, training and performance evaluations for all positions
Challenge: Client needed to quantify the effectiveness of a training program to justify a request for increased
budget allocations to support program expansion
Solution: Utilized a multiple-baseline staggered intervention research design to quantify program
effectiveness, demonstrating a considerable ROI – as a result the department was granted a substantial
budget increase and the sponsor was promoted to a global-level position to oversee its implementation
PUBLICATIONS & PRESENTATIONS
It’s About Time: The Impact of Perceptual Temporal Distortions on the Rate and Intensity of Behaviors in
Dynamically Complex Systems
NATO Advanced Study Institute, University of Moscow, Russia (May 2000)
Multi-Dimensional Performance Requires Multi-Faceted Predictors: Predicting Complex Job Performance Using
Cognitive Ability, Personality and Emotional Intelligence Assessment Instruments as Combinatorial Predictors
Doctoral Dissertation (2003)
Multi-Faceted Predictors of Complex Job Performance
Society for Industrial and Organizational Psychology; Orlando, Florida (April 2003)
The Twenty Rules for Effective Communication in a Corporate Crisis
Disaster Recovery Journal (Spring 2004)
Measurement and Management Tools: Aligning Performance with Corporate Strategy
American Society for Industrial Security, Philadelphia (October 2004)
Employee Engagement or Employee Enragement – It’s Up To You
Public Relations Society of America, New York (October 2004)

7. JT Kostman, Ph.D.
The Causes, Costs and Consequences of Corporate Crises
University of Nevada, Reno (April 2004)
The Dark Side of Employee Engagement
Best Practices Global Benchmarking Council, Dallas (February 2005)
Note: This was the highest rated presentation in the Council’s history
People Equity: Managing Strategic Value
Conference Board, New York (May 2005)
People Equity: The Hidden Driver of Quality
Quality Progress Magazine (May 2005)
The Hidden Driver of Quality: Employees and Leadership
American Society for Quality, Seattle (May 2005)
Performance Metrics, Management, and Quality Assurance
Business Continuity, Security & Crisis Management Conference, New York (May 2005)
Corporate Culture & the Law: What Every Firm Needs to Know
Conference Board, Webcast (June 2005)
Applying Metrics to Security
International Security Management Association, Philadelphia (June 2005)
Security ROI: Proving Your Department's Contribution to the Bottom Line
International Society for Industrial Security, Orlando (September 2005)
Note: This was the highest rated presentation of the conference

8. JT Kostman, Ph.D.
Best Practices for Measuring, Managing and Maximizing Your Investment in Human Capital
Plenary Session: Hawaii Society of Human Resource Management (October 2005)
Something Wicked This Way Comes: Why Corporate Crises Will Continue to Become Increasingly Prevalent
Business Council of the American Society for Industrial Security (October 2005)
Leadership in Times of Crisis, Chaos and Chance
Ethics Officers Association Annual Conference, San Antonio (October 2005)
Best Practices for Measuring, Managing and Maximizing Your Investment in People Equity
Northeast Human Resource Association, Providence (November 2005)
Quantifying Security’s Contribution to Organizational Objectives
American Society for Industrial Security, Webcast (January 2006)
From Cost Center to Profit Center: The Transformation of HR
Society for Human Resource Management - Sussex/Warren Chapter (April 2006)
Something Wicked This Way Comes: Why Corporate Crises Will Continue to Become Increasingly Prevalent
Sharing Innovation and Vision: Protecting Assets in a Complex Time, Boston (April 2006)
Security ROI: Proving Your Department's Contribution to the Bottom Line
Conference Board; Business Continuity, Security & Crisis, New York (May 2006)
Reinventing Employee Surveys: Strategic Measurement Tools for Managing Talent and Strategy Execution
Institute for Sustainable Enterprise, Center for HR Management Studies, New Jersey (May 2006)
Security ROI: Proving Your Department's Contribution to the Bottom Line
American Petroleum Institute Security Committee, Washington DC (June 2006)
The Engagement Myth: Why Employee Engagement Initiatives Consistently Fail to Deliver Promised Results

9. JT Kostman, Ph.D.
Society for Human Resource Management – Annual Conference, Washington DC (June 2006)
Resilience in the Financial Services Industry
BITS Financial Services Roundtable, Washington DC (July 2006)
Measuring, Managing and Maximizing your Investment in Human Capital
Society for Human Resource Management - Northern Kentucky Chapter (September 2006)
Essential Service or (Un) Necessary Evil: Research on the Value of Security Services
ASIS International National Conference, San Diego (September 2006)
Note: This was the highest rated session at a conference of over 30,000 participants and 200 speakers
Security Best-Practices Benchmarking Study
American Society for Industrial Security (September 2006)
Strategies for Success: Aligning People with the Goals of the Organization
Keynote Speaker, Society for Human Resource Management, Hawaii (October 2006)
Winning the Unwinnable War for Healthcare Talent
Healthcare Talent Breakfast Seminar, University of Pennsylvania (October 2006)
The Value of Resilience: Enhancing Security and Shareholder Value
Council on Competitiveness, New York (October 2006)
Essential Service or (Un)Necessary Evil: Research on the Value of Security Services
American Society for Industrial Security Business Practices Council (February 2007)
Note: This was the highest rated presentation of the conference
Measuring, Managing and Maximizing your Investment in People Equity
Society for Human Resource Management – Kentucky Blue Grass Chapter (March 2007)

10. JT Kostman, Ph.D.
From Maui to the Mainland: Insights on Talent Management from the Hawaiian Islands
Society for Human Resource Management – Cincinnati Chapter (March 2007)
Metrics and the Value of Security and Business Continuity: Proving the Business Case
Conference Board – New York (May 2007)
Essential Service or (Un) Necessary Evil: Research on the Value of Security Services
American Society for Industrial Security – Business Practices; Denver (May 2007)
The Engagement Myth: Why Employee Engagement Initiatives Consistently Fail and What To Do About It
Business 21 Publishing; Audio Conference (June 2007)
The Perfekt Fit: A New Perspective on Employee Selection
Northeast Human Resource Association, Annual Meeting (October 2007)
Essential Service or (Un) Necessary Evil: Research on the Value of Security Services
American Society for Industrial Security – Northern New Jersey Chapter; Denver (November 2007)
Motivate Employees to Make Your Business Their Business
Kiplinger Magazine; Webinar (November, 2007)
Leadership in Times of Crisis, Chaos & Change
Society for Information Management; Philadelphia (February, 2008)
Leadership in Times of Crisis, Chaos & Change
Temple University Fox School of Business MBA Program / Federal Reserve Bank of Philadelphia
(February, 2008)
Note: This was the highest rated presentation in the history of this series
Leadership in Times of Crisis, Chaos & Change

11. JT Kostman, Ph.D.
Board of Governors of the Federal Reserve Bank Conference for Community Affairs Officers
(September, 2008)
Leadership for Turbulent Times
Applied Brilliance Conference; Keynote Speaker (October, 2008)
Road-Tested Activities for Success
ASTD Handbook for Workplace Learning Professionals (Two Chapters Submitted June, 2010; in press)
REFERENCES
Bret Weinshank, M.S. Stephen Hart, M.A. John Lingle, Ph.D.
PriceWaterhouseCoopers Federal Reserve Bank of Philadelphia Metrus Group
Senior Associate Assistant VP, Human Resources Principal Consultant
O: 646.471.3000 O: 215.574.6535 O: 704.894.9955
C: 516.642.9913 C: 215.514.4792 C: 704.609.2221
E: bweinshank@aol.com E: Steve.Hart@phil.frb.org E: JohnLingle@gmail.com