Daniel Lee, Ph.D.

Starting the new year 🎊 with a new business partner.... 🤝 FOR IMMEDIATE RELEASE InnerCore Consulting Secures Navy Prime Contract to Power Mission Success Through SeaPort NxG Washington, DC – InnerCore Consulting, LLC (InnerCore), a nationally recognized leader in finance, technology, and management consulting, has been awarded a prime contract for the Department of the Navy’s SeaPort Next Generation (SeaPort NxG) Multiple Award Contract (MAC) vehicle. This milestone, achieved through the Navy’s April 2024 Rolling Admissions, empowers InnerCore to deliver cutting-edge solutions for the Navy and Marine Corps, addressing complex challenges with innovation and expertise. SeaPort NxG, the Navy’s premier procurement platform, integrates Technical, Engineering, and Professional Support Services (PSS) to meet the needs of the Navy Virtual SYSCOM (NAVSEA, NAVAIR, NAVSUP, NAVFAC, SPAWAR, and ONR), Military Sealift Command (MSC), and the United States Marine Corps (USMC). "This award is more than a contract—it’s a commitment to excellence," said Anetria Bolden, Chief Executive Officer of InnerCore Consulting. "Our team is dedicated to delivering innovative, mission-focused solutions that not only meet the Navy’s needs but also drive tangible results for our clients. At InnerCore, we take pride in transforming challenges into opportunities, and this award is a testament to our strategic vision and relentless drive for success." InnerCore attributes its continued success to a strong network of resources and partnerships. "Organizations like the Virginia Apex Accelerator, Northern Virginia Black Chamber of Commerce, National 8(a) Association, and Maryland Black Chamber of Commerce have been instrumental in our journey," said Bolden. "These connections provide the tools, insights, and opportunities needed to excel in today’s competitive market. I encourage business leaders to tap into these invaluable resources—they are game changers for growth and innovation." With its inclusion to SeaPort NxG, InnerCore is poised to set a new standard for professional services in government contracting. The company’s forward-thinking strategies and commitment to excellence are shaping the future of defense operations and reinforcing its reputation as a trusted partner for mission-critical solutions. Media Contact: InnerCore Consulting Phone: (703) 831.7890 Email: [email protected] About InnerCore Consulting, LLC: InnerCore Consulting, LLC, a HUBZone-certified and Economically Disadvantaged Woman-Owned Small Business (EDWOSB), delivers innovative finance, technology, and management consulting services. With over 30 years of expertise, InnerCore empowers clients to enhance operational efficiency, maximize resources, and achieve long-term growth. #TopPerformers, #MissionFocusedSolutions,#SeaPortNxG,Virginia APEX Accelerator,Northern Virginia Black Chamber of Commerce,National 8(a) Association,Maryland Black Chamber of Commerce

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Tech Writer nerd tangent: I’ve been following the technical writing of Ray Kurzweil since 2007, when my senior seminar professor gave me a copy of The Singularity is Near. Many of his scientific-based predictions have proven to be accurate over the years. To this day, I still look up to Ray Kurzweil’s technical writing. This interview, from 2013, dives into his thoughts on AI, human intelligence, and the convergence/compliment of both. https://lnkd.in/gXd8_6-c

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Some problems are just painful.  Conversations are reminiscent of ground hog day (the movie that is), and rather than move forward, and spend energy on where the organization needs to go, these types of problems consume energy on a perpetual basis. Topics like length of stay, provider experience or ED utilization rarely seem to be “in the green”. For those of you with a background in systems thinking, these persistent problems are particularly painful. You know it is possible to eliminate them, create an organization where problems are managed at the right level of the organization, things “just work”, and leadership is briefed on issues and solutions, but leadership does not need to get involved at a deeper level.  Most problems we encounter can be solved with better content, we can get the SMEs involved who know what the technical (or compliance) related issue is, they can outline what changes within the process need to be made, and the issue is resolved. This is not them. Then we have problems that are not content related, but rather, there are process issues. This may be due to not fully understanding the functional relationship in the process (Y=f(x) for the Six Sigma folks), it can be work flow issue, and more often than not it is a work management cause (think inappropriate prioritization for what needs to be done when, resources not deployed on critical path). This is not them either. Lastly, we have deeper “root causes”, those at the system level and/or behavioral level of the organization. We may be utilizing proper content, have our processes about dialed in, but all may be for not if engagement is low or we are faced with cultural issues that negatively impact employee ownership and employee discretionary effort. Depending on the type of issue, we have to find solutions at the right “root cause” level. Content Problems are solved with SME knowledge.  Process problems by understanding and addressing process issues and tool/methodologies like classic Root Cause Corrective Action System Lean Six Sigma. System problems reach into the interconnectedness of processes across domains, and should be addressed with the reevaluation of performance management (metrics, goal deployment, performance governance), cross functional teams, re-organization and system design. If our issues are rooted deeper yet, and many persistent problems are, then we need to revisit purpose and deploy purpose into the organization (make the translation to the team or department), get the teams into group flow (see Stephen Kottler’s methods) and think deeply about the engagement strategy as we solve the problem. Breakthrough improvements, and putting persistent problems to bed, is often dependent on a much deeper approach to problem solving than classic root cause analysis. For further and more detailed discussion on this subject, feel free to reach out for a 1:1 conversation.  

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Great thinking on why recurrent problems are so hard to solve.

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As #professionalservices firms seek growth, many turn to lateral partner hires ("Direct Admit') because they are unable to grow internal talent quickly enough to meet their goals. The question these firms should ask (and answer) is "how likely are newly hired Partners to succeed?" Working with Kinavic Leadership Acceleration, our clients gain insights into the drivers of #Partner success and apply these insights to accelerate performance. Angela Navarro Jill Ratliff Stephanie Anderson Alan Whitman

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For those interested in culture and conduct risk - that should at least be every board and C-suite exec! Barbara R. Siegenthaler has written a comprehensive review of methodologies that help measure, assess, and provide insights on this critical area. Here's what it says about The Maturity Institute's work: "The Organizational Maturity Index (OMINDEX®). The Organizational Maturity Index (OMINDEX®) measures causal links between the management of a company’s human capital and material value and risk across all stakeholders. OMINDEX® is a holistic, human measure of organizational health. It integrates purpose, strategy, systems, and key cultural factors that compare directly with financial ’AAA’ ratings. Research findings link higher OMINDEX® scores to improved business value and lower risk; including financial, human, and environmental outcomes. This is what the Maturity Institute measures as Total Stakeholder Value." You can find Barbara's article here: https://lnkd.in/efyXGnpF Institute for Law and Economics, University of St.Gallen Network for Innovative Corporate Governance

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"While AI provides unparalleled insights, the real strength of leadership lies not in technology but in the human capacity to inspire, connect, and lead through change." such a strong message and I so enjoyed this discussion!

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Such valuable insights.

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Integrating Human values across the entire #AI lifecycle and ongoing monitoring of AI behaviors will continue to gain importance as AI models become more “intelligent” #governance #risks

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#Scaling the #ProfessionalServices Org. I've had a number of discussions with #PS leaders lately about scaling the PS org. Reminded me of this podcast with Alpesh Patel, CPA about #ScalingThePSorg. https://lnkd.in/eCBjeKa3

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By asking and answering the right questions, PE firms can better ensure they have a leader in place who can drive value and push the company toward a successful exit. Here are four key themes to consider: https://lnkd.in/gMTuee6X

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As the situation at Exxaro Resources unfolds, it forces us to critically evaluate what our data and information systems reveal about the human experiences shaping organizations. Conway's Law reminds us that an organization’s systems, products, and services mirror the communication style of its leadership. At Exxaro Resources, this reflection reveals a board that is reactive, slow, and critically lacking insight into the human dynamics driving the company. This dysfunction is evidenced by the steady departure of senior leaders, highlighting systemic issues at the top. While some argue that understanding and managing human complexity is challenging, the solution is simpler than it appears. Effective, unbiased data—free of opinions, biases, or judgments—can uncover the intricate levels of trust and social contracts within an organization. The current dysfunction, underscored by the need for an external forensic audit, exposes how little is understood about individal humans in leadership’s role in navigating a changing environment full of both opportunities and constraints. Exxaro’s challenges extend beyond internal issues. The external pressures of working with non-desirable assets in an evolving green economy demand adaptive leadership grounded in a clear understanding of human dynamics. However, the lack of proactive insight into human wellbeing and engagement creates blind spots that compromise the organization’s ability to adapt effectively. The critical question is: how will Exxaro prevent such failures from recurring? What human data will they generate to identify early warning signs before issues escalate? Without understanding how systems and leadership affect individual mental wellbeing and engagement, organisations miss crucial leading indicators of success. Trust and social contracts among leaders are foundational—if fractured, the organisation will suffer, exposing those dependent on them , employees and investors, critically at risk. This is not solely a critique of Exxaro but a broader call to address leadership and governance failures in selecting the right people for critical roles. The tools and methodologies are available to generate actionable human data, the real challenge lies in leaders/human resistance: the reluctance to expose vulnerabilities or admit ineffectiveness, driven by self-interest even if at the expense of the organisation’s future. Humanixs offers a solution. With its simple yet profound approach, Humanixs provides immediate access to dynamic, unbiased data, identifying risks, highlighting vulnerable individuals, and enabling proactive measures without unnecessary complexity. It bridges the gap between leadership’s blind spots and organisational true experiences. To understand your team's dynamics now, consider what human data Humanixs can deliver to not only prevent potential reputation damages but also organisational disruptions and loss of social contract with employees. https://lnkd.in/dCGs_eTN Dr.

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Why is Cultural Fit important? At Caldwell, we meet and discuss this key component of a successful hiring process OUTCOME. Cultural fit is about the alignment of personal values, of work habits, and the embracing and belief in an organization’s core values and culture. This is key to an employee’s ability to integrate seamlessly into a team, be respected and create an environment of success. Ultimately, this cultural alignment will foster a level of belonging that will lead to long term growth and corporate stability. Learn HOW we do it at Caldwell!!! Join us!! #TalentTransforms

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My favorite Denison event is right around the corner and features an incredibly exciting speaker for me this year - the Vice Director of the Defense Logistics Agency, Brad Bunn. DLA holds a special place in my heart as my first client after joining Denison, and it's undoubtedly an honor to be part of such important work. Check out this link to learn about how DLA is leveraging its culture to become more mission-ready than ever before: https://lnkd.in/g5tGQfWD And use this link to register for the event: https://lnkd.in/eZAcserj #BusinessPerformance #Leadership #Strategy

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🚨 Caution against innovation without purpose. The debate around the new MLB uniforms highlights the need to balance progress with purpose. ⚖️ OJ Laos sheds lights on this balance and its implications for AI in a recent feature on LinkedIn News. Explore his insights here: https://lnkd.in/gqcc5B6v #AI #MLB #ContinuousImprovement #innovation

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