Michael King, PhD
Founder & Principal Consultant
My Story
I’ve spent 20+ years in HR and talent management at companies like McKesson, Stanford University, T-Mobile, The Cheesecake Factory, Quest Diagnostics, and CertainPath. I’ve sat at the leadership table. I’ve navigated post-acquisition integration, led HR functions through rebuilds, and managed teams across large, complex organizations. When clients describe organizational dynamics or politics, I’m not hearing about it theoretically — I’ve lived it.
My hospitality industry experience taught me about service orientation, managing hourly workforces, and operations where things happen in real-time and mistakes are immediately visible. Not every leadership challenge happens in a boardroom with time to deliberate.
My PhD research on employee engagement gave me a rigorous foundation in what actually drives motivation and performance — not just popular theories, but evidence-based understanding. I’m skeptical of leadership fads and drawn to approaches with research support.
And my own background — first-generation American, raised by a single mother, self-funded every degree — means I don’t take success for granted. I understand that opportunity isn’t distributed equally and that grit matters. When I work with someone building something from scratch, I’m not just empathizing; I’m recognizing a familiar path.
Credentials
Education & Certifications
PhD, Business Management
Human Resource Management Specialization — Capella University
MBA, Leadership & Organizational Change / Dispute Resolution
Pepperdine University
BS, Communication
California State Polytechnic University
Wharton Global Fellow
Talent Management — University of Pennsylvania
ICF-Certified Coach
International Coaching Federation
SHRM-SCP
Society for Human Resource Management — Senior Certified Professional
SPHR
HR Certification Institute — Senior Professional in Human Resources
GPHR
HR Certification Institute — Global Professional in Human Resources
GTML
Talent Management Institute — Global Talent Management Leader
Prosci Certified Change Practitioner
Change Management Methodology
Hogan Certified
Hogan Assessment Systems — HPI, HDS, MVPI
MBTI Certified
Myers-Briggs Type Indicator
DiSC Certified
TTI Success Insights
EQ-i 2.0 Certified
Multi-Health Systems — Emotional Intelligence
Additional Assessment Certifications
CliftonStrengths, TKI, 360° Feedback, FIRO-B, Strong Interest Inventory, and more
Experience
Corporate Leadership Background
Not theoretical advice — real experience building and running people functions across diverse industries and organizational sizes.
Stanford University
Led 14-person HR team supporting organizations generating $2B+ annually. Instituted talent review and succession planning, restructured team operations, and led diversity and inclusion initiatives.
McKesson Corporation
Led post-acquisition talent integration for CoverMyMeds. Directed talent review and succession planning for executive leadership, and coached Director through VP-level high-potential leaders.
T-Mobile
Directed leadership development for 6,000 employees across nine western states. Built the region’s first comprehensive talent review and succession planning effort.
The Cheesecake Factory
Managed engagement and recognition programs for 32,000+ employees. Partnered with SVP of HR to develop the company’s first succession plan for top 100 positions.
Quest Diagnostics
Director-level HR leadership for 1,200 employees across the West Region. Led talent review, succession planning, and organizational restructuring initiatives.
CertainPath
Executive team member who built the HR function from the ground up. Led M&A integration, resolved multi-state compliance issues, and redesigned compensation structure.
What Clients Say
Working With Michael
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Philosophy
My coaching and consulting philosophy is structured, direct, and challenging — with genuine care. I believe real change happens at the intersection of awareness, discomfort, and support.
Leaders need accurate data about how they actually show up — not just how they think they show up. They need meaningful stakes that create readiness for change. And they need sustained practice with someone who will hold them accountable.
The 70-20-10 Model: Only 10% of development comes from formal learning. 20% from coaching and mentoring. 70% from application and practice. I bridge these by providing the reflection and accountability that turns experience into growth.
Assessment Philosophy: Assessments serve as mirrors (reflecting patterns) and maps (providing language and frameworks). Different tools illuminate different aspects. They should never be treated as verdicts — they’re data points and conversation starters.
Insight without action is entertainment. I expect my clients to do the work between sessions. I follow up on commitments. I push when pushing is needed.