About Me
Hi, I’m Bri. I don’t just solve problems—I build the structures that keep them from ever bubbling up. From data infrastructure to team integration, I mix strategy with a splash of cultural finesse.
Now, I’m uncorking my own vision: Sustainable Leadership Subcultures.
Cheers to what’s possible.
-B
Pop!
where it all started—my curiosity, my experience, and my belief that business can feel a little more human.
The Short Story
If my career were a book series, it would look something like this:
Book 1: Swimming in the glitter-filled deep end of Disney operations and guest experience.
Book 2: Intrapreneur—incubating and integrating successful solutions within the cozy confines of a corporate paycheck.
Book 3: Entrepreneur—because at my core, I’m someone who loves building systems that help humans thrive.
I started with a little Disney magic—where operational excellence meets the art of experience design—and went on to incubate new programs, roles, and departments inside post-startup cultures. I’ve seen firsthand what happens to culture and morale when organizations outpace their own structures—and the toll that takes on the business’ bottom line.
Years of witnessing fast rollouts, urgent backfills, and passionate leaders burning out under the harsh glare of indecisive direction led me to one realization: for any corporate culture to thrive, it needs a leadership subculture. One that inspires pride, earns employees’ respect, and offers equitable opportunities for anyone eager to contribute.
And so Champagne Tactics was born. A practice devoted to celebrating the excitement of growth while reinforcing the glass tower of culture with leadership-specific values and accountability.
Highlights
15+ years in operations, leadership development, and customer experience
A track record of transforming ambiguous messes into repeatable, human-centered processes
Credentials spanning enterprise-scale operations, people strategy, and startup growth
Fizz
what happens when work feels like celebration, not depletion.
What Lights Me Up
People are my passion. I’m lucky—I get to spend my career helping them. But I know that’s not the reality for everyone. So many people work simply to live, and that’s a lot of time spent away from the things that matter most to them.
I believe we all have a role to play in an organization. Just like in a family, leaders are employees too—and they deserve the same level of clarity, support, and care. Too often, we expect people managers to show up with every skill already mastered. And if they don’t, we rely on whoever hired them to pass down some tribal knowledge and wish them luck. But when expectations are set by chance and accountability is subjective, the whole culture gets shaky.
Strategy
when the culture you pour at the top fills every glass below - and nothing tips over mid-toast.
The Big Idea
I believe in creating a leadership sub-culture inside the broader corporate culture—one that’s intentional, consistent, and rooted in real systems. Not just warm-fuzzy mission statements, but clear frameworks that help leaders deliver on their promises, and companies deliver on their promise to leaders.
My approach starts with structure—resources, clarity, expectations—and ends with accountability. Because when leaders are equipped and held responsible for how they show up, employees don’t just survive work—they thrive.
