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Work Background
NTL InstituteChair, NTL Board of Directors
Jul. 2025Washington DC-Baltimore AreaAs Chair of the Board of Directors of the NTL Institute, Dr. LaCour serves as a visionary steward of the Institute’s enduring mission: to advance human systems development through the application of behavioral science. With a deep commitment to ethical leadership, cultural preservation, and systemic change, Dr. LaCour guides the Board in shaping strategic priorities that honor NTL’s legacy while catalyzing innovation for future generations.
In this role, Dr. LaCour fosters a culture of inquiry, collaboration, and accountability—ensuring that governance practices reflect the Institute’s core values of equity, inclusion, and experiential learning. Through thoughtful engagement with Emeritus members, intergenerational stakeholders, and global partners, Dr. LaCour champions initiatives that bridge legacy and future, cultivating a vibrant community of practice rooted in Appreciative Inquiry and transformative dialogue.
Key contributions include:
🔹 Strategic Stewardship: Aligning board governance with NTL’s evolving vision, ensuring fiduciary responsibility and mission fidelity.
🔹 Intergenerational Engagement: Advancing innovative practices to connect legacy holders with emerging leaders, fostering continuity and renewal.
🔹 Thought Leadership: Elevating NTL’s voice in the field of applied behavioral science through strategic partnerships, public discourse, and organizational storytelling.
🔹 Cultural Preservation: Safeguarding the Institute’s rich history while nurturing adaptive frameworks for relevance in a changing world.
AVDirector Corporate Sustainability
May. 2025
BlueHaloDirector Corporate Sustainability
Feb. 2025 - Jul. 2025A visionary leader in corporate sustainability, this executive helmed BlueHalo LLC’s strategic employee engagement portfolio, driving measurable transformation across three critical pillars: Culture, Climate, and Inclusion & Belonging; Corporate Social Responsibility; and Environmental, Social, and Governance (ESG). As Director of Corporate Sustainability, they led a high-performing team to embed purpose and resilience into every layer of the organization’s DNA, aligning mission-driven values with operational excellence.
Through groundbreaking initiatives in culture and climate resilience, they catalyzed a workplace ethos rooted in authenticity, inclusion, and adaptability. Their stewardship of CSR programs leveraged cross-sector partnerships and community intelligence to foster scalable impact—from Indigenous entrepreneurship hubs to next-gen education accelerators. Meanwhile, under their ESG oversight, BlueHalo advanced its governance and environmental commitments with transparency and precision, elevating its reputation among stakeholders and sustainability indices.
This role's portfolio reflects a rare fusion of strategic acuity, cultural fluency, and human-centered leadership—positioning the impact of the role as a trusted architect of sustainable transformation and a catalyst for long-term organizational value.
BlueHaloDirector, Diversity, Equity, Inclusion & Belonging
Nov. 2021 - Mar. 2025Arlington, Virginia, United States
BlueHaloDirector of Diversity, Equity, Inclusion & Belonging
Oct. 2021 - May. 2025Washington DC-Baltimore AreaSupporting BlueHalo’s evolution as a leading Defense Tech GovCon entity, I crafted and applied a forward-thinking People & Culture framework. I ensured alignment with our Employee Value Proposition and externally marketed it by managing financial resources for Culture, Climate, Inclusion, and Belonging initiatives. By supervising the development of analytical tools and dashboards, I fostered a culture of ongoing enhancement, quantifying team contributions. As the principal D.E.I. expert, I led efforts to enhance employee engagement and showcase our mission and values, seamlessly connecting these endeavors with our E.S.G. footprint and vision of corporate social responsibility.
achievements :
• Surpassed expectations by integrating DE&I best practices into BlueHalo’s 17 acquisitions, aligning strategies with small company workforce needs for retention and recruitment within two years.
• Fostered unified “One-Blue Halo” ethos by advancing tailored “best-in-class” people practices that resonated with diverse cultures.
• Promoted BlueHalo’s core values by assembling and guiding high-performance team embodying “People-first” philosophy.
• Drove inclusive and collaborative D.E.I. initiatives at local level by managing relationships with D.E.I. benchmarking entities, community allies, and national nonprofits.
• Bolstered fourfold employee growth across nation within three years by championing creation of scalable DEI&B foundation.
• Intersected Talent Acquisition, HR operations, Supplier Diversity, Learning & Talent Development, and Office & Culture by developing strategies for contemporary and long-term People & Culture.
• Launched nine new Employee Resource Groups within three fiscal years by building and empowering Corporate D.E.I. Department focused on outreach, recruitment, specialized training, and establishing KPI metrics for success.
U.S. Secret ServiceSr. Personnel Research Psychologist Dept. of Homeland Security
Feb. 2021 - Oct. 2021Washington DC-Baltimore AreaDrafted revisions of policies and operating procedures for human capital initiatives, ensuring they received Government approval and aligned with organizational goals. Generated organizational research, meta-analyses and updated performance testing tools to support H.R. initiatives and strategic objectives. By collecting and analyzing data using qualitative and quantitative strategies, I drew practical conclusions and answered research questions, supporting evidence-based decision-making. Additionally, I conducted meetings, workshops, training sessions, and briefings related to H.R.R. initiatives on a weekly to monthly basis, facilitating knowledge sharing and capacity building.
My accomplishments within this role are following:
• Validated and transformed U.S. Secret Service Personnel Research Psychology department to address $24M racial discrimination class action lawsuit, resulting in court-accredited response to institutional discrimination in promotion and hiring practices.
• Produced behavioral models for continuous monitoring of adverse impact or test bias based on gender, age, and experience by managing statistical analysis team using SPSS software for Special Agent metrics.
gothamCultureIndustrial Organizational Psychologist
Apr. 2020 - Feb. 2021Seattle, Washington, United StatesEmpowered and directed a team selected to produce a new bench-to-market Organizational Culture Assessment Model and diagnostic tool by consulting on research design, methodology, data collection, analysis, and sampling strategy for a joint project between Gotham Culture-USA and Springpoint Consulting Australia.
Below listed are some of my achievements within this role:
• Enhanced survey effectiveness by designing and delivering survey items, recommendations for attitudinal and behavioral targets, focus group validation methods, and guidance on Likert-based scales.
• Demonstrated and reported Organizational Culture model validity and evaluative effectiveness for 2020-21 Study of Culture by providing technical advice on validation tactics and strategy.
• Improved UX data collection and continuous product improvement by providing practical research planning and design expertise.
LLRG Business Psychology SolutionsOrganizational Development Psychologist
Jul. 2014 - Apr. 2020Baltimore, Maryland AreaResourced team responsible for conducting job task analyses to determine the skills, knowledge, and abilities required for various organizational roles. To enhance workplace performance and satisfaction, I developed and executed employee training and development programs. By analyzing data from employee surveys and assessments, I identified trends and areas for improvement in our organizational practices.
A section of my key contribution include:
• Advised management on recruitment, selection, and employee retention practices to ensure productive workforce.
• Evaluated effectiveness of organizational policies and recommended enhancements to improve efficiency and morale.
Spearheaded examination and assessment of the methodology and results collected from the fiscal year 2016 (FY16) Acquisition Workforce Competency Survey (AWCS), administered collaboratively by the Office of Federal Procurement Policy (OFPP) and the Federal Acquisition Institute (FAI) for the CMMS workforce of 3100 FTEs. Designed five E-surveys to update, customize, and assess alignment between the KSA's acquisition certified personnel and the FAC-C, FAC-COR, and FAC-P/PM technical training platforms.
American UniversityAppointed Professor
Jun. 2012 - Jul. 2020Washington DC-Baltimore AreaProfessor, instructor, and faculty for the AU/MSOD graduate program in the School of Public Policy. This course focused on two research approaches traditionally used by Organization Development (OD) practitioners: survey research and action research. The course emphasizes the use of qualitative and quantitative data collection and analysis methods. Students obtain an introduction to the principles and techniques of observations, interviews, and surveys/questionnaires; preparation of open- and closed-questions; coding and analyzing qualitative data using multiple methods; analyzing quantitative data using descriptive and inferential statistics; and planning and conducting a feedback meeting.
NTL InstituteDean of the Complex Change Management Lab, NTL Institute of Applied Behavioral Science
Aug. 2009 - Apr. 2013Silver Springs, MD.• Research, design, and deliver Organization and leadership development tools and "Blue Chip" Executive Education/Learning for U.S. and International Executive Leaders and change agents seeking solutions to "wicked problems" related to their organizational mission.
• Executive coach in the "Leaders of Color" Executive leadership development program.
• Laboratory Learning Dean for a five-day class (Facilitating and Managing Complex Systems Change) on Complexity Science applied to members of the U.S. Army's Training and Organizational Development Department (TODD) unit.
• Collaborate and partner with thought leaders to offer current best practices and Applied Behavioral Science methods (Dialogic O.D., Diversity Allyship, Implicit Bias) for Federal Government and Federal Agency leaders nationally and internationally. • Coach and collaborate with executives to leverage social justice, educational benefits, and business case rationales for persuading and motivating others for inclusive behaviors.
• Work with senior leaders, practitioners, and clients on change management based on experience developing and cultivating a collaborative vision of Diversity and inclusion beyond the theory and into a practical application. • Work to coach, create, and skill O.D. empowered leaders of the future with tools that include The Johari Window, the Ladder of Inference, Experiential learning Emotional Intelligence and Adaptive Action for agile leadership
American Red CrossDiversity, Inclusion, and Belonging Supervisor
Jun. 2000 - Aug. 2005Washington DC-Baltimore Area• Drove American Red Cross’s DEIB & culture transformation initiative called Strategic & Tactical Diversity Business Planning, collaborating with Red Cross Senior leadership colleagues to assess, audit, and evaluate 2200 local Red Cross Chapter cultures to devise a culture transformation roadmap after the organization was found in violation and sanctioned from its an OFCCP audit for violations of EEOC regulations for fair hiring.
• Spearheaded embedding DEI and re-imagined DEI applied practice and SOP to embed and propagate innovation for Total Diversity in Red Cross people, programs, and services.
• Credited with contributing to a turnaround in employee turnover, increasing retention by 7%, and producing an evidence-based case for the organization’s commitment to improvements in EEO-informed hiring and promotion methods
• Consulted and advised Chief Executive Officers on industry best practices for Inclusive systems, DEIB infrastructure, DEI learning labs, and DEI Business integration to offer insightful solutions for Red Cross’s 33k-FTE workforce.
• Developed and articulated Red Cross’s CSR business case, to impact data that demonstrated demographic shifts in the traditional donor and volunteer base of the organization and the fiscal imperative for innovations for inclusive thinking in the ARC business model. • Built and led multidisciplinary teams, providing guidance and behavioral modeling to create work environments and solution cadences to achieve the American Red Cross Strategic five-year plan. • Managed DEI Specialists charged with responsibilities for Supplier Diversity, Diversity Outreach, and Diversity training.
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