Chatelier Consultant Group

Specialize in providing expert advice and guidance on all aspects of government contracting.

Assist clients in navigating complex laws and regulations surrounding government contracts.

Help with the preparation and submission of bids and proposals.

Guide contract administration and management.

Identify and mitigate risks associated with government contracting.

Stay current on changes in government procurement laws and regulations.

Chief Executive Officer

LYNN MOVING & STORAGE INC

Oversaw and collaborated daily operations, managing scheduling and dispatch of trucks, overseeing loading and unloading, managing inventory and storage, and ensuring compliance with regulations and safety procedures

Led hiring and training of employees, ensuring quality customer service throughout the moving process

Collaborated with sales, logistics, and marketing teams to increase revenue and customer satisfaction

Operations Manager

eBay for Business

Experienced online sales and skilled in marketing products on eBay

Manages customer inquiries, shipment information, and product availability

Handles complaints and maintains vendor relationships

Proficient in inventory management and payment processing

Capable of processing returns and exchanges to ensure customer satisfaction

Ebay Merchant

Custom College Recruiting

Identify, recruit and access prospective student-athletes for college or university athletic teams.

Research and analyze high school and club athletes, and attend athletic events to assess athletes in person.

Contact and communicate with potential recruits and their families.

Assist in the academic and eligibility evaluation of prospective student-athletes.

Work with other members of the athletic department to verify recruits meet academic and athletic standards.

Recruitment Specialist

US Army

Supervised all warehouse operations, including receiving, storage, and shipping.

Responsible for timeline projections and planning for promotional asset prototypes.

Wrote specifications for procurement and contracting.

Officer in Charge of a nationwide initiative to provide every Army Recruiting Company with a Mobile Marketing Asset Trailer.

Exhibited effective leadership and ability to organize.

Effectively supervised personnel and resources to assure efficient and effective operations.

Made key decisions and create solutions to complex problems.

Focused on achieving the mission and goals of the organization.

Operations Manager for the Outreach and Marketing Directorate

Develop administrative support to a senior executive in a fast-paced and demanding environment.

Oversaw complex calendars, scheduled appointments and meetings, and align travel arrangements.

Acted as a liaison between the executive and internal and external stakeholders.

Effectively managed incoming communications, including phone calls, emails, and mail.

Prepared and maintained confidential and sensitive documents, including reports, presentations, and correspondence.

Conducted research, gathered data, and provided analysis and recommendations to support decision-making processes.

Handled projects, delegated tasks to team members, and assure that deadlines were met and goals were achieved.

Demonstrated the ability to effectively manage and prioritize multiple tasks while maintaining a keen eye for detail.

Anticipated the executive's needs and recommended prompt and professional support.

Established strong working relationships with colleagues, demonstrating effective communication and acting as a trusted advisor to the executive.

Executive Assistant to Chief Executive Officer

Developed and delivered training materials, presentations, and role-playing scenarios to train and mentor new recruiters

Assessed recruiters' progress, provided feedback and recommendations for improvement, and identified areas of improvement for creating training programs

Provided ongoing training and support to recruiters to maintain high levels of performance

Stayed informed about updates to Army recruitment policies, regulations, and procedures, and revised training materials accordingly.

Provided guidance and direction to recruiters on the use of recruitment technology and systems

Coordinated with other departments and organizations within the Army to ensure training programs aligned with overall recruitment goals and objectives.

Recuiter Trainer - USAREC (United States Army Recruiting Command) / Human Resources

Led and managed a team of recruiters to achieve recruitment goals and objectives for the military.

Developed and implemented recruitment strategies, oversaw day-to-day operations of the recruiting station, and ensured the effective and efficient delivery of recruiting services.

Provided guidance and mentorship to recruiters, assessed their performance, and provided feedback and recommendations for improvement.

Represented the recruiting station in the community, building relationships with schools, businesses, and other organizations to increase visibility and promote the military as a career option.

Managed the budget for the recruiting station, ensuring that resources were used effectively to support recruitment efforts.

Kept up-to-date on changes in recruitment policies, regulations, and procedures and trained and educated recruiters on these changes.

Established and maintained effective working relationships with other military organizations, local authorities, and community partners to support the mission and promote positive relationships.

Large Station Commander USAREC (United States Army Recruiting Command) / Human Resource Area Manager

Developed and executed effective recruiting strategies to identify and attract qualified candidates for military service

Built and maintained strong relationships with potential recruits, presenting information on military career options and benefits through various methods such as presentations, phone calls, and social media

Provided guidance and advice to potential recruits throughout the enlistment process, ensuring a clear understanding of opportunities and requirements

Maintained accurate and up-to-date records of recruiting activities and regularly submitted reports to leadership to track progress and identify areas for improvement

Stayed current on changes in recruitment policies, regulations, and procedures, and updated knowledge of military programs and benefits to effectively communicate information to potential recruits

Collaborated with other recruiters and military organizations to share best practices and support overall recruitment efforts.

Recruiter - USAREC (United States Army Recruiting Command) / Human Resource Specialist

Proficient in reconnaissance operations, including the deployment, detonation, and retrieval of anti-personnel and anti-tank mines, as well as the operation and maintenance of communications equipment.

Skilled in operating in NBC-contaminated environments, constructing improvised firing aids, and functioning as part of a fire team in diverse combat situations.

Leads infantry teams in combat operations, providing direction and oversight to subordinates, calling and adjusting indirect fire, and supervising the establishment of fortifications.

Records operational information, receives and executes combat orders, and leads fire teams in diverse combat situations.

Infantryman

CrossFit Hard Knox

Designed and delivered effective CrossFit workouts to help individuals achieve their fitness goals

Tailored fitness programs to meet the specific needs of clients, utilizing knowledge of functional fitness, Olympic weightlifting, gymnastics, and nutrition principles

Successfully motivated clients and built positive relationships by providing encouragement and support

Possessed Certified CrossFit Level 2 Trainer certification and current CPR and AED certifications

Continuously pursued education and professional development in the CrossFit industry

Regularly assessed clients' fitness levels, provided feedback, and modified workouts as needed

Maintained accurate records of client progress and provided progress reports to track achievements

Owner / Head Coach

Helping You Achieve Your Hiring Goals | Government Contracts Consultant | U.S. Army Veteran

At the helm of Chatelier Consultant Group, our team excels in guiding clients through the intricate landscape of government contracting. Leveraging over a year and a half of dedicated leadership, we have honed our expertise in risk mitigation, contract administration, and staying abreast of regulatory changes. Our mission is clear: to provide unparalleled advice and support that propels our clients' success in securing and managing government contracts.

As Operations Manager at LYNN MOVING & STORAGE INC., I fostered a collaborative environment, spearheading efforts to streamline operations and enhance customer experiences. This role reinforced my competencies in problem-solving, team leadership, and customer relationship management, all of which are instrumental in driving Chatelier Consultant Group's commitment to economic growth and client satisfaction.

Fritz Chatelier

Justin Bateh, PhD, PMP

I write about project management, leadership, and AI | Follow to develop skills for faster, smarter, and more efficient project management and to build winning teams | Boost your career with my actionable insights

Most leaders are measured by one thing: results.

Titles don’t move the needle; execution does.

I help leaders build teams that execute with clarity, deliver under pressure, and use AI to make smarter, faster decisions.

Over the past 20 years, I’ve gone from Project Manager to COO; leading 80+ projects and teaching 25,000+ professionals at companies like Microsoft, Johnson & Johnson, Medtronic, and Chevron.

Along the way, I created the Project Execution Framework™, a 7-step system that helps leaders align stakeholders, cut through chaos, and deliver projects that matter.

Today, I teach these methods through live workshops, corporate training, and cohort-based courses, where leaders learn to:

--Build trust and alignment across teams
--Focus on outcomes that truly matter
--Leverage AI to automate, analyze, and accelerate

Because here’s the truth:

--Leadership without execution is just talk.
--Execution without leadership burns people out.
--Ignoring AI makes both slower and less effective.

Let’s Connect
📩 justin@projectsright.com
📰 Join my free newsletter for weekly insights
🎓 Enroll in my top ranked cohort-based course
➕ Follow for daily posts on project execution & leadership

How I Help
🤝 Team Workshops 
🎯 Corporate Training
🚀 Cohort-Based Courses 

Highlights
🏆 8x Award-Winning Educator
🏢 Former COO | 🎓 PhD & PMP 
🛠️ Creator of the Project Execution Framework™
📊 80+ Projects Delivered | 👨‍🏫 LinkedIn Learning Instructor


*Disclaimer: Views expressed on social media, courses, newsletters, or emails are my own and do not represent those of my employer or any affiliated organizations.

Founder

I teach Project & Operations professionals the skills to drive sustainable growth, change, and profitability using data-driven decision making, lean tools, six sigma methodologies, agile projects, and data analytics. I have worked with executives and managers from numerous organizations, including Walmart, Verizon, Amazon, Pearson, UPS, Wiley, Cengage, Medtronic, US Department of Health, CSX, USPS, Blue Cross Blue Shield, Crowley Maritime, US Air Force, US Navy, Novartis, FedEx, McKesson, and many others.

Justin Bateh, PhD

11 Ways To Retain Top Employees

Before it's too late:

1/ Stop Forcing “Fun”
→ Mandatory fun isn’t fun.
→ Forced bonding feels fake.
→ Let culture form naturally.

2/ Let Them Be Autonomous
→ Stop the micromanaging.
→ Trust drives performance.
→ Freedom fuels ownership.

3/ Pay Them Enough
→ Money shouldn’t be a stressor.
→ Remove financial anxiety.
→ Compensation keeps talent.

4/ Give Real, Challenging Work
→ Not busywork.
→ Growth comes from stretch roles.
→ Challenge keeps people engaged.

5/ Actually Fire Toxic People
→ Even the high performers.
→ One toxic hire drains everyone.
→ Protect the culture first.

6/ Recognize Performance With Money
→ Not just praise.
→ Rewards should match results.
→ Appreciation must be tangible.

7/ Don’t Make Them Wait for a Title
→ Waiting breeds resentment.
→ Move when the performance proves it.
→ Titles should reflect reality.

8/ Offer Brutally Honest Feedback
→ Not corporate fluff.
→ Clarity beats comfort.
→ Truth builds leaders.

9/ Let Them Have a Life Outside Work
→ For real.
→ Respect their boundaries.
→ Burned-out people leave.

10/ Don’t Punish Competence
→ More work isn’t a reward.
→ High performers need support too.
→ Protect your best people.

11/ Accept They Will Eventually Leave
→ And that’s okay.
→ Great talent grows.
→ Your job is to develop them.

Retention isn’t luck.
It’s leadership.

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Expert in AI-Driven Project Management, Strategy, & Operations | Ex-COO Turned Award-Winning Professor, LinkedIn Instructor & Corporate Trainer

10 Project Management Skills AI Still Can't Replace

(because humans run the room, not algorithms)

1/ Managing Difficult Stakeholders
→ AI briefs you on facts.
→ It can't calm egos or navigate power plays.
→ Human tension decides outcomes.

Your move: Read the person before reading the problem.

2/ Executive Buy-In
→ AI builds perfect presentations.
→ Executives buy trust, not slides.
→ Influence is earned, not automated.

Your move: Lead with outcomes, not features.

3/ Conflict Resolution
→ AI detects tension.
→ It can't broker peace.
→ People kill projects before data does.

Your move: Address issues at 30%, not 90%.

4/ Setting Direction
→ AI offers paths.
→ Humans choose priorities.
→ Vision comes from judgment.

Your move: Ask "What are we really trying to achieve?" before planning.

5/ Navigating Politics
→ AI reads org charts.
→ It misses unspoken power.
→ Smart PMs read between the lines.

Your move:  Track who influences decisions, not who makes them.

6/ Motivating Teams
→ AI finds blockers.
→ It can't spark belief.
→ People follow energy, not reports.

Your move: Celebrate progress publicly, address problems privately.

7/ Facilitating Alignment
→ AI maps dependencies.
→ It can't make humans agree.
→ Alignment is leadership work.

Your move: Get everyone to repeat the goal back in their own words.

8/ Leading Through Chaos
→ AI organizes mess into charts.
→ It can't lead humans through uncertainty.
→ Calm beats smart every time.

Your move: Breathe before reacting when stakes are high.

9/ Reading Subtext
→ AI hears words.
→ PMs hear intentions.
→ Real communication happens beneath the surface.

Your move: Listen for hesitation, not just agreement.

10/ Making Final Calls
→ AI gives perfect data.
→ It doesn't own consequences.
→ Accountability stays human.

Your move: Decide with incomplete information, own the result completely.

AI handles the tasks.

Humans handle the humans.

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Expert in AI-Driven Project Management, Strategy, & Operations | Ex-COO Turned Award-Winning Professor, Founder & LinkedIn Instructor | Follow for posts on Project Management, AI Fluency, Leadership, and Career Growth.

Project Management Tasks AI Still Can’t Replace

Your team smiles and nods in every meeting.

(and you think that means you're winning)

Silence isn't agreement. It's surrender.

Here are 10 signs your team doesn't trust you yet:

1/ They Never Disagree with You
→ Silence is compliance, not debate
→ Real trust fosters healthy conflict
→ Ideas die when no one challenges you
→ They've stopped thinking critically

2/ You're the Last to Know Bad News
→ They fear your reaction more than value transparency
→ Problems grow in shadows
→ Whisper networks replace open communication
→ You're managing in the dark

3/ They Always Ask for Permission
→ Initiative gets paralyzed by fear
→ Decision-making becomes theater
→ Ownership dies with dependence
→ Constant clarification signals micromanagement

4/ They Over-Document Interactions
→ Protection mode, not collaboration mode
→ Paper trails for self-defense
→ Trust deficit in action
→ CYA culture takes over

5/ They Avoid Casual Conversation
→ Relationships stay transactional
→ Interactions feel strictly professional
→ Personal wins stay hidden
→ Vulnerability becomes weakness

6/ They Rely on Private Channels
→ Real opinions shared in DMs, not meetings
→ Honest feedback goes underground
→ Team meetings become performance
→ You're excluded from real decisions

7/ They Never Share Personal Wins
→ Success feels unsafe to celebrate
→ Vulnerability seen as career risk
→ Connection opportunities missed
→ Distance grows instead of trust

8/ They Focus Only on Their Own KPIs
→ Collaboration feels dangerous
→ Silos are safer than teamwork
→ Competition replaces cooperation
→ Team becomes collection of individuals

9/ They're Always 'Too Busy' for Feedback
→ Avoidance beats honesty
→ Path of least resistance
→ Improvement stops happening
→ Growth conversations die

10/ They Seek Clarification on Everything
→ Afraid of overstepping boundaries
→ Initiative paralyzed by uncertainty
→ Second-guessing becomes default
→ Autonomy disappears

Here's what's really happening (personal notes from my experience):

Your team decided you can't handle the truth. They created a parallel universe where real work happens without you.

You're not leading a team. You're managing a performance.

Trust isn't built through good intentions. 

It's earned through consistent reactions to difficult moments.

How you handle the first disagreement sets the tone. 
How you respond to bad news decides what news you get. 
How you react to initiative impacts how much you'll see.

Real leadership happens when your team trusts you enough to tell you you're wrong.

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Fritz Chatelier

Justin Bateh, PhD

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