Lyall Swim
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Vice President, Talent Strategies
Washington, District of Columbia, United States
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Vice President, Talent StrategiesStand TogetherDec 2025 - Current (9 months)- Board MemberFounding ForwardAug 2023 - Current (3 years 1 month)Strategic Planning Committee Member Education Committee Member Student Programs Sub-Committee Chair
- JManaging PartnerJunto StrategyAug 2009 - Current (17 years 1 month)Our fundamental goal in any client engagement is to drive additional value for that organization through impactful leadership development programs that include: Cultural Intelligence; Ethical Excellence; Innovation Bootcamp; Coaching; and the Everything DiSC Solution Suite. Some current and past clients include: Honeywell, GE, Overstock.com, SaltStack, SWBC, Midland City, Savage Services, doTERRA, Harmony Home Health, Central Bank, Fresenius, Utah Manufacturer's Association, iBahn, and SunTrust Bank.
- Chief Innovation OfficerAtlas NetworkDec 2022 - Nov 2025 (3 years)Oversaw the build out and provide day-to-day leadership of the Atlas Network Innovation Lab - Developed a four-phased approach to initiative/project incubation - Launched the Radical Innovation Summit in partnership with Universidad de la Libertad - Led the spin off of the Latin American Bureaucracy Index initiative to the Adam Smith Center at Florida International University - Serve as a lead consultant for Atlas Networks partner consulting services group
- Chief Operating OfficerAtlas NetworkDec 2019 - Dec 2022 (3 years 1 month)As the COO, I am responsible for leading the organization’s team and systems development to achieve targeted growth in Atlas Network's size, reach, and impact.
- Vice President of Training & EventsAtlas NetworkJan 2019 - Dec 2019 (1 year)As the vice president of training and events at Atlas Network, I am responsible for leading the individual and institutional capacity building efforts for partners in our global network. My team's mission is to identify, incubate and accelerate the ability and capacity of our 500+ partner organizations to enable them to make maximum impact in their countries as they advocate for greater individual freedom, open doors to economic opportunity and advance human flourishing. In order to accomplish this vision, my team works directly with more than 5,000 partner employees all over the world to build expertise in leadership, policy development, advocacy, fundraising, communication and marketing, HR, and operations and finance through a wide ran
- Director of TrainingAtlas NetworkJan 2018 - Jan 2019 (1 year 1 month)Oversaw the design, development and delivery for the suite of online and face-to-face training programs for the Atlas Leadership Academy. Atlas Leadership Academy provides a range of capability building programs from webinars, to instructor-led online courses to multi-day intensive skill-building workshops around the globe. In 2018, we had more than 900 staff and organizational leaders from more than 40 different countries participate in our programs and courses.
- Education Policy FellowUnited States SenateOct 2017 - Dec 2017 (3 months)Worked with Senator Mike Lee on higher education and workforce development reform.
- Director of Product ManagementInsideOut DevelopmentJun 2013 - Feb 2014 (9 months)Key responsibilities include providing product stewardship through management of product lifecycle, product realization, and product marketing for InsideOut's suite of leadership and performance solutions.
- Manager of Marketing OperationsInsideOut DevelopmentNov 2012 - May 2013 (7 months)Helped to take the message of the InsideOut approach to coaching, personal performance, feedback, decision making, and organizational execution to more companies and more leaders. Key responsibilities Included: market research, analysis, and content creation; facilitator tools and facilitator community support; and management of the SalesForce marketing activity and data mining.
- SDirector of OperationsSutherland InstituteOct 2006 - Aug 2009 (2 years 11 months)Oversaw financial operations; Created employee leadership development trainings; Identified and led organizational effectiveness efforts; Developed major campaign initiatives, and Managed HR function. Additional responsibilities included serving as a member of US Congressman Chris Cannon's commission to review and make changes to No Child Left Behind (NCLB).
- Associate HR ManagerProcter GambleMay 2005 - Oct 2006 (1 year 6 months)Acted as HR Team Lead for P&G’s North American Transportation & Logistics Group; Facilitated restructure of import/export team to ensure smooth delivery of integration of Gillette product portfolio; restructure enabled team to bring on additional work with no additional headcount; and Delivered, as a certified trainer, the Cultures@Work and Cultural Navigator training modules to improve performance of company leadership as well as cross-functional and multi-national teams. Certifications: • COA™ Certified - Trainer for TMC's Cultural Navigator
- Director of Investor Relations & CommunicationsDaw TechnologiesAug 2002 - Aug 2003 (1 year 1 month)Created strategic communications and investor relations plan to facilitate turnaround for leading cleanroom product & construction company; overhauled all product-marketing material to improve sales of proprietary cleanroom products; acted as company spokesperson.
- Investor Relations AnalystATMELJan 2001 - Jan 2002 (1 year 1 month)Managed investor relations program for $1.5B manufacturer of flash memory and secure IC’s; trained management for media and investor meetings; developed of key relationships with investment banking community and institutional investors to secure funding for additional capital investments and diversify shareholder base.
Education
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- Doctor of Education (Ed.D, Organizational LeadershipPepperdine UniversityJan 2012 - Jan 2016 (4 years 1 month)Glen & Gloria Holden Scholarship Recipient Comprehensive Exam Honors
- MBA, Org. BehaviorBrigham Young UniversityJan 2003 - Jan 2005 (2 years 1 month)Academic Scholarship Recipient
- BA, Communications - Public RelationsBrigham Young UniversityJan 1997 - Jan 2000 (3 years 1 month)Department Academic Scholarship & Dean's List
- Mountain View High SchoolMountain View High SchoolJan 1991 - Jan 1994 (3 years 1 month)
Projects (professional or personal)
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Publications
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- JCourageous Innovation: Factors Affecting Adoption of Disruptive InnovationJournal of Strategic International Studies SepThe process of innovation has been well studied. Clayton Christensen and his colleagues have published extensively about the impact of innovation, how to create disruptive innovation, and the characteristics and behaviors of an innovative culture. While this research has provided valuable insight into the disruptive innovation process, it does not provide an adequate explanation of why only a handful of individuals, teams, or organizations adopt publicly available disruptive innovation ideas or concepts. This case study uses the SPELIT power matrix to evaluate the process taken by an innovation adopter in football game management and player development, Coach Kevin Kelley. The SPELIT evaluation process identifies potential factors that indi
- CThe IBM–Maersk blockchain effort was doomed to fail from the startCoin Telegraph FebBlockchain projects continue to experience failure rates in excess of 90%, and it seems that with every passing moment, more and more “successful” companies add their underperforming blockchain project to the graveyard. One of the most recent blockchain failure victims was Moller-Maersk, which recently announced the termination of its highly publicized TradeLens offering — a global trade platform built on IBM blockchain technology. These failures, however, were totally predictable and, in many cases, would be avoidable if companies more closely observed certain lessons in innovation diffusion. Blockchain and other decentralized technologies hold great promise for much-needed change away from the current trend toward more concentrated mod
- RAmerica Should Take a Page From Brazil’s Voting SystemRea Clear Politics NovAt a basic level, the American voting system should be uniform, easy to use, transparent, and provide results quickly. Such a system would move us a long way toward restoring confidence in our voting system and make it difficult to claim voter suppression or counting manipulation. The good news is we don’t have to start from scratch in finding a working system that we can learn from and pattern a better voting process. In the Brazilian voting system, we have a ready-made template for updating and improving the way we vote in the United States. The Brazilian system checks all the boxes. It’s uniform – everyone follows the same steps, with no early voting and standard on-site voting procedures across the country. It is easy to use – a simp
- JImproving Ethical Behavior in Contract Management: Taking a Principled ApproachJournal of Contract Management SepA wide range of ethics scandals over the past 30 years has created considerable distrust among the American public for important foundational institutions including religious organizations, local, state and federal governments, and corporate America. This growth in distrust has brought heightened focus on the ethical behavior of leaders and has driven the passage of a large amount of legislation and public policy targeted towards “ensuring” ethical behavior. The question remains, however: “How effective have these efforts been in creating trust and promoting ethical behavior?” This article provides insight into this question as well as a framework for ethical decision-making.
- TTraining for Performance Improvement: A Carrot or A Stick?Training Industry Quarterly SepAdult learning theory hasn't lived up to its promise to drastically improve adult learning metrics. One reason why revolves around one faulty assumption regarding motivation of adults. This article looks at how to change that dynamic and improve learning and behavioral outcomes for a key sector of adult learners that previously has been misdiagnosed.
- ACan Think Tanks Create the InevitableAtlas Network AprSuccessful policy entrepreneurs make it a priority to cultivate an understanding about the way innovative ideas spread. Applying this understanding to their work is often the difference between those idea entrepreneurs who are successful in getting their ideas into the mainstream versus those who continue to wait around for their idea to be adopted.
- GMoving Beyond Competency-Based Models for HR Leadership Development & Improved Gender Representation in HR Executive RolGlobal HR Management Symposium AugThis peer-reviewed paper seeks to determine if HR leaders view their personal leadership style in alignment with the competency-based model or if HR leaders see their leadership style through another lens and to understand if the competency-based model has had the unintended consequence of undervaluing some of the unique leadership styles and strengths of female leaders.
- DReggie Miller and a strengths-based approach to education reformDeseret News MayEvery parent knows no two children’s strengths and personalities are alike. It’s time our education system more fully reflected this reality by adopting a truly balanced approach to education that not only tests for competency but more importantly fosters the unique strengths of every child.