This document is Pat Poyfair's non-traditional resume, which provides a summary of their background and experiences. Pat began their career as a journalist and received a master's degree in human resource management. They have since worked in human resources and organizational development at several companies, developing leadership programs and consulting. The resume utilizes a graphical format to highlight Pat's skills in areas such as leadership development, project management, and thought leadership.

1. Hi!
My name is Pat Poyfair.
Welcome to my non-traditional resume.
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2. I’m a Human Resources
& Organizational Development
Professional
I
started
my
career
as
a
journalist
and
never
lost
my
love
for
carefully
chosen
and
placed
words
when
I
received
my
Master’s
of
Human
Resource
Management
degree
and
made
the
jump
to
building
organizational
and
leadership
systems
at
OC
Tanner
and
CHG
Healthcare
Services.
2

3. I believe great leadership begins
with a desire to serve others
Dr.
Martin
Luther
King.
Nelson
Mandela.
Gandhi.
Mother
Theresa.
The
Dalai
Llama.
Winston
Churchill.
Each
approached
leadership
from
the
same
vantage
point
–
they
chose
to
serve
their
followers
before
becoming
their
leader.
Their
overwhelming
success
as
leaders
stemmed
from
their
practice
of
standing
shoulder
to
shoulder
with
those
they
led
to
achieve
impossible
results.
3

4. I develop leaders others
choose to follow
The
corporate
world
has
seen
significant
changes
in
the
role
leadership
plays
in
relation
to
company
culture
and
employee
engagement.
Today’s
leaders
must
learn
to
emotionally
connect
with
those
they
lead
before
they
truly
engage
in
the
work
they
are
hired
to
do.
4

5. I build values-driven systems
of organizational development
Core
values
represent
firmly
held
beliefs
an
organization
embraces
as
necessary
to
grow
their
company
in
the
way
they
see
fit.
I
believe
individuals
are
effectively
developed
when
core
values
are
translated
into
behaviors
that
illustrate
what
each
value
looks
like
in
action.
Organizational
development
programs
are
then
created
to
drive
adoption
of
long-­‐term
characteristics
aligned
with
these
behaviors.
Armed
with
these
foundational
leadership
insights,
an
organization
is
free
to
align
performance
management,
talent
acquisition
and
other
HR
functions
to
their
unique
set
of
values,
behaviors
and
characteristics.
5

6. I build development programs
that focus on experiential learning
Whether
it’s
surfing,
hula
hooping
or
playing
soccer,
we
learn
best
as
we
directly
engage
in
the
thing
we
set
out
to
learn.
Likewise,
effective
organizational
development
occurs
when
participants
get
out
of
the
classroom
and
perform
the
behaviors
to
be
learned.
Coursework
begins
the
learning
process.
Coaching
and
mentoring
sessions
bring
examples
and
ideas
to
implement
the
concepts
Experiential
learning
assignments
and
opportunities
drive
comprehension
and
integration
of
an
organizations
core
values,
behaviors
and
characteristics.
6

7. I consult
For
eight
years,
I’ve
collaborated
with
key
HR
executives
and
stakeholders
in
these,
and
many
other
organizations
to
strategize
and
develop
world-­‐class
organizational
development,
leadership
effectiveness
and
employee
recognition
strategies.
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8. I present
Journalist:
I
spent
the
first
decade
of
my
career
in
telling
stories
via
newspapers
for
audiences
in
Idaho
and
Utah
at
The
Idaho
Statesman
and
The
Deseret
News.
Towards
the
end
of
my
journalism
career,
my
role
shifted
to
include
more
editing,
and
creative
focused
projects.
Blogger
2012
BYU-­‐Idaho
Communications
Day
Presentation
Even
though
I
formally
left
the
journalism
world
in
2005
–
my
love
for
writing
was
able
to
continue
with
the
advent
of
blogging.
I
was
called
upon
to
write
blog
posts
that
dealt
with
Employee
Engagement
and
Recognition
best
practice
for
O.C.
Tanner’s
corporate
blog
(Appreciating
Great
Work)
as
well
as
my
personal
business
blog.
Speaker
In
addition
to
presenting
training
and
coursework
to
the
companies
I’ve
worked
at,
I
also
take
time
to
speak
to
groups
about
recognition,
learning,
training
and
development
best
practices
I’ve
discovered
during
my
career.
8

9. I innovate
I
look
beyond
the
typical
answers
and
methods
when
I
lead
the
projects
I’m
tasked
with.
This
approach
fosters
creativity
and
innovation
in
the
deliverables
my
teams
produce.
I
am
passionate
about
the
projects
and
causes
I
lead
–
whether
it’s
designing
leadership
coaching
systems,
coaching
girl’s
competition
soccer
teams
or
training
corporate
executives
to
become
world-­‐class
leaders
through
values-­‐
driven
leadership
behaviors.
9

10. I manage projects
I
lead
project
management
efforts
that
create
and
implement
recognition
and
leadership
training
programs
efficiently
and
on
deadline.
10

11. I market thought leadership
In
2007
I
was
hired
by
New
York
Times
Bestselling
authors
Adrian
Gostick
and
Chester
Elton
to
help
build
‘Carrot
Cultures’
–
or
corporate
environments
where
people
are
appreciated
for
the
great
work
they
do
–
in
the
clients
OC
Tanner
did
business
with.
While
they
wrote
the
Carrot
books,
I
created
a
marketing
strategy
that
brought
the
philosophy
and
award-­‐winning
leadership
training
to
Fortune
500
clients,
training
and
development
trade
shows
as
well
as
various
professional
and
federal
government
training
associations.
I
also
created
a
series
of
public
seminars
held
in
cities
throughout
North
America
and
Europe.
We
were
able
to
turn
modest
profits
in
the
first
year
of
execution
and
have
grown
the
scope
and
scale
in
subsequent
years.
“ Pat Poyfair gave his heart and soul to our brand and our company,
created important relationships with our network of sales associates,
and worked tirelessly with clients to introduce our products and
services. He is constantly innovating—he took an idea of public
seminars from concept to reality, gaining significant revenue and
leads for our sales force. Pat Poyfair epitomizes dedication.
- Adrian Gostick
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12.
I buy
lunch
Email:
patpoyfair@gmail.com
Mobile:
801-­‐230-­‐9953
Twitter:
patpoyfair
www.linkedin.com/in/patpoyfair
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