FIFA

Head of Host Broadcast Production

CONCACAF

Director Broadcast Operations, EP & Media Distribution

Provide strategic direction of production, broadcast operations, and media distribution of live global soccer programming for industry-leading global FIFA confederation and governance body serving 41 member associations. Manage and negotiate media rights and contracts for major networks, including FOX, Univision, ESPN, Verizon, Televisa, CBS, and more. 

–	Launched enterprise’s broadcast operations division and transformed division into revenue-generating cost center to produce double-digit multimillion-dollar ROI over last 4 years.

–	Expanded media distribution sales rights by 3X from 2019 to 2021 despite challenged pandemic market.
 
–	Facilitated editorial and production operations as coordinating producer for 6 games for FIFA World Cup Russia with 1.8 billion combined viewers worldwide.

Executive Producer & Director of Broadcast Operations and Media Distribution

ALBAVISIÓN

Served as executive producer for multimillion-dollar soccer events across LATAM, determining coverage strategies and production logistics strategies, as well as fortifying relationship management with content buyers. Led production and operations for 150-member Repretel 6 Channel organization in Costa Rica in concurrent role within Albavisión parent company.

–	Produced 300+ hours of live content, serving in various key functions for numerous high-profile soccer events, including broadcast manager for Costa Rican FIFA World Cup 2014, LP for CONCACAF’s Gold Cup 2013, and LP for multi-distribution channel for Olympic Broadcasting Service (OBS) in London in 2012.

–	Spearheaded coverage logistics for 10 LATAM countries as executive producer for Albavisión’s 2010 and  2014 FIFA World Cup in South Africa and Brazil, delivering on-schedule, on-budget operations with 1,000+ hours of content. 

–	Concepted, cultivated stakeholder buy-in, and deployed innovative regional operations business model at Repretel 6 that lowered production costs by 12% within 2 years while scaling deliverables output with 100+ more hours of live content per year.

Executive Producer | Production & Operations Manager, Repretel 6

I help you navigate the broadcasting industry. From building a career to finding your next job. Personal Opinions here.

Bridging the Future of Sports Media, Broadcast Operations, and Digital Transformation

I’ve spent over 25 years at the forefront of sports media, broadcast operations, and digital content strategy, leading large-scale productions and shaping the future of how fans experience live sports.

From negotiating multi-million dollar media rights deals to overseeing multimillion global productions, I’ve had the privilege of leading teams of 2,000+ professionals while transforming the way content is delivered across traditional and digital platforms.

Here’s what I bring to the table:
- Sports Media Rights & Distribution – Structuring high-value partnerships with networks like FOX, Univision, ESPN, and CBS to expand global reach.
- Broadcast Operations & Innovation – Scaling live event productions at a global level while integrating AI, cloud-based workflows, and remote production to drive efficiency.

-Digital Strategy & Content Monetization – Helping media companies, leagues, and brands maximize revenue through multi-platform content distribution.

I don’t just adapt to industry disruption—I help create the future. Whether it’s leveraging AI for real-time content production, optimizing remote production workflows, or building scalable media strategies, I specialize in transforming operations into competitive advantages.

If you are looking to navigate the future of sports media, content distribution, or live event production? 

We definitely need to connect.

Oscar Sanchez

Better Every Day Studios

I work with companies and non-profits ranging from multi-national corporations to sole proprietorships, helping them create original content, develop learning strategies and implement solutions. The goal is to dramatically streamline learning through focused and behavior-based content which saves time and money while improving outcomes.

Founder

Space Systems Command

Reserve Officer

hearme.app

I advised an exciting start-up addressing the epidemic problem of loneliness and improve mental wellness using the power of empathetic listening.  The app uses AI filtering to pair users, according to their needs, with trained, peer listeners.  We are really excited about all the potential impact!

Advisor

City Storage Systems

Learning & Development Partner

SpaceX

I was responsible for training and development programs across all SpaceX facilities. My team ran our weekly new employee orientation program, numerous leadership development programs and content creation for the company. We are committed to creating the highest caliber learning experience for our dedicated and passionate workforce.

Manager, Training and Development

I was responsible for the development and deployment of training resources for the SpaceX launch team at Vandenberg AFB. Content ranged from technical system knowledge to required corporate training and was presented in a variety of modalities. I successfully re-organized Environmental, Health and Safety training course material for all of SpaceX, a process which saved the company thousands of work hours per year.

Technical Trainer

US Air Force Reserve

I was responsible for providing command and control support for NASA and NASA-sponsored missions to the International Space Station. In this position I also provided quarterly updates to the Reserve component of the Joint Space Operations Center on activities in the commercial space sector and regularly led seminars on the status of human spaceflight activities and the NASA Commercial Crew Program.

Chief, Human Space Flight Support

Hirepurpose

Online Contributor

United States Air Force

As a KC-10 Instructor Pilot, I instructed new Air Force pilots in the areas of Air-to-Air Refueling, Overseas Navigation and Takeoff/Departure/Approach/Landing procedures. With over 1000 hours of instructional flight time in the KC-10 and other aircraft, I am used to a very high stress instructional environment.

In my role as Wing Executive Officer I coordinated/led 26 divisions in the simultaneous completion of seven personnel management  programs and organized/edited performance & promotion reports for the 6000 member organization.

Wing Executive Officer / KC-10 Instructor Pilot

• Led 12 member Operations Control Center to organize over $88 million worth of worldwide missions which moved 1.2 million pounds of cargo
• Streamlined 10 organizational programs for two squadrons saving 1400 personnel hours per year

Chief Mission Controller / KC-10 Instructor Pilot

Squadron Executive Officer / KC-10 Aircraft Commander

Assistant Flight Commander / KC-10 Pilot

Flight Commander / T-1 Instructor Pilot

I help technical managers lead teams who solve big problems | Speaker, Facilitator, Trainer | ex-SpaceX, Air Force Pilot & recovering Ironman

KIND OF LIKE ROCKET FUEL FOR YOUR LEADERS 🚀
If you're trying to grow great leaders from within but they keep stumbling…
If your new managers are overwhelmed, underprepared, or just not leading...
 👉 Call me. I’ve got you.

MY GOAL 🎯
Turn high-performing employees into high-impact leaders.
Make your leadership bench stronger, more confident, and ready to scale.

WHO I WORK WITH 🔧

HR & Talent Development leaders who are:
 → Promoting first-time managers
 → Improving their organizations leadership culture
 → Building internal leadership programs that actually work

HOW I HELP 🧠

Part Strategic Consultant, Part Instructional Designer, Part World-class Facilitator.
⦾ Keynote events
⦾ Workshops & Offsites
⦾ Custom program development
⦾ Live and Virtual Facilitation
⦾ On-demand content creation
⦾ Group coaching
⦾ Train-the -Trainer

Whether you're trying to reduce turnover, strengthen team culture, or prepare your future leaders — I help you make leadership development stick.

Let’s work together to build better managers, better companies, and a  better world.

WHAT CUSTOMERS ❤️ ARE SAYING 

Marie Burgos - VP, People at Skyryse 
⭐️⭐️⭐️⭐️⭐️
I can honestly say he exceeded all expectations in the creation and delivery of trainings on feedback and trust for people leaders in our organization. Matt has a unique ability to read the room and pivot effortlessly between sessions, adjusting his style to connect with every type of manager. Whether working with new leaders or those with more experience, he tailored his approach to ensure everyone felt engaged and understood. 

Jacob Bamattre - Director, Talent Development at Vast Space
⭐️⭐️⭐️⭐️⭐️
Extreme knowledge and experience in our industry with top-notch facilitation skills and impactful, relevant, action-oriented content. I've received several ad hoc follow-ups from our attendees where they commented on the value of the learning experience. I would 100% recommend Better Every Day Studios to my friends and professional network.

Kathy Mantado - Chief People Officer at XPRIZE Foundation
⭐️⭐️⭐️⭐️⭐️
XPRIZE loves working with Matt and his team at Better Every Day. They've created tailored workshops on our company values and hiring and interviewing. It is a pleasure working with such an efficient, expedient and knowledgeable team. I highly recommend Better Every Day!

Matt Gjertsen

I train great engineers to be great managers | Speaker, Facilitator, Trainer | ex-SpaceX, Air Force Pilot & recovering Ironman

I’m excited to share that we are hiring a Sr. Director, Learning & Leadership Development for Honeywell Aerospace at a really pivotal moment.
As we prepare to become a standalone, publicly traded company, this role will help shape how learning shows up for our global workforce of about 35,000 employees. The focus is on setting enterprise learning strategy, building strong leadership and manager capability, and standing up a modern, scalable learning organization for the future.
If you know a learning leader who would be a great fit, I would truly appreciate your recommendations. Please feel free to share the posting with your network or take a look yourself here: https://lnkd.in/gTd7p8dk

Open article: Sr Director, Learning & Development by careers.honeywell.com

When you set goals for your team, they need to make sense. 🤔 Given all the talk about AI, 🤖 I think it is important that we take a second to talk about number 5 on this list and why it is last.

The goal a leader is to improve the long-term performance of their team.

With AI tools everywhere, the simplest way to make this happen is to take the tasks you are currently doing and automate them.

This will let you...

- Write reports faster.

- Respond to emails quicker.

- Generate longer and more detailed meeting notes.

But none of that matters if the tasks that you are currently doing don't contribute to the long-term performance of the team.

Elon Musk, when talking about the initial design of Starlink, famously said, "The best part is no part." At the time he said that I was involved in a project of writing documentation for several different teams. This led me to my own rephrasing:

"The best document is no document."

Unless you are a publishing company, the goal isn't to write documents. So having a tool that will let you write more documents, faster, isn't necessarily helpful in driving long-term performance. In fact, it might lower performance because now all those documents need to be maintained.

The next time you set a goal for your team to automate some task, make sure to ask if the task even needs to be done in the first place.

Before we all drown in endless reports, presentations, and emails being generated by our amazing new AI agents.

Some behind the scenes photos of the amazing DisruptHR event in San Francisco last night. 🎉 Congrats to all the speakers for tackling such an impressive challenge of the speaking format.

This was actually my first HR event since moving up to the Bay area and it couldn't have gone any better.

✅ Met great people
✅ Shared inspiring ideas
✅ Filled with amazing energy
❌ Got stuck in SF rush hour traffic

Thanks to Christy Tonge for putting on the event and Megan Gage for bringing me in as a discussion group leader. 

No matter how much AI does in the workplace and our lives, in-person events are still the place to be.

What is the next event you are going to?

Whether you care much about space or not, NASA 🚀 provides a lot of amazing case studies into why leadership and culture matter. Let's take a moment to talk about the Starliner saga.

Way back in 2014, both Boeing and SpaceX were given a contract to develop spacecraft capable of taking astronauts to the International Space Station. 

The contract for Boeing was worth $4.2 billion.

In May of 2020, SpaceX successfully completed their first crewed mission to the ISS, Demo-2 and have since flow 1o more crewed missions for NASA along with several for other customers.

The timeline for Boeing is a bit different.

Boeing launched their first uncrewed test of Starliner in 2019, but it wasn't able to reach the ISS because of software issues.

3 years later, they re-attempted the flight and did successfully reach the ISS, but had several issues with failed thrusters on the flight.

In 2024, Boeing launched their first crewed test mission, and though it did reach the station, a lot went wrong. So much went wrong that NASA decided Starliner was unsafe to return home in, turning the planned 8 day stay for the two astronauts into a 9 month stay. 

A new report from NASA has declared the last mission as a Class A mishap.

Reading the report makes it clear that there were times where both the Starliner crew and potentially the ISS were in greater risk than has ever been disclosed before.

The quote below is from a statement the new NASA administrator, Jared Isaacman, made with the release of the report.

New technologies always involve hardware challenges. Problems pop-up that you can't expect. Things take longer. New solutions have to be found. That isn't surprising.

Moving through those challenges safely requires the right culture and the right leadership.

Once you get those, anything is possible.

NASA - National Aeronautics and Space Administration

Next month I am going back to my flying roots 🛫 and speaking at the LA Aviation Summit. There are a lot of reasons I am excited for this.

1️⃣ I always love going back to LA

2️⃣ A conference with the ocean as a backdrop 😁

3️⃣ Small conferences mean build great relationships with great people

4️⃣ Talking about the topic of leading through change

The truth is that change is no longer an event, it is now the environment. The best leaders and the best organizations embrace this fact and use it to stay ahead of the competition.

For this event, I am going to be breaking down the key lessons I have watched leaders employ to help their teams thrive in changing times.

If you are in the aviation world and care about improving leadership in times of change, this belongs on your calendar.

Get your tickets here:
https://lnkd.in/eaJcxjcE

Many thanks to ONE OF A KIND AGENCY for bringing me into this event.

I just got this warning for the first time when making a comment. 😳 The impact of this feature is going to be really interesting to me because I think it is a good idea but can also see if going wrong. ⚖️

A feature like this came up just this morning, during a conversation.

We were talking about having AI monitoring your email and flagging if you were using a communication style that was likely to work with the person you were sending the email to.

So much research shows that taking a second to reflect is really important in making good decisions.

But will the people that need this most actually listen?

For people who use social media as a way to demean people, this will probably only embolden them or anger them because they think "the system" is trying to parent them.

This needs to be a research paper in a few months.

For context, I am guessing that this warning came up because I used the word stupid in my comment. The usage of the word was not directed at someone but used to illustrate a common thought process, so I kept it in.

Wonder if I have a flag on my account now or something.

When trying to build a culture of feedback, we need to stop focusing on how to give feedback and instead focus on how to ask for feedback. If you are a manager, this is what you need to do.

1️⃣ Ask for feedback that is specific.

Too many managers simply ask, "Do you have any feedback for me?" This puts a lot of work on the individual to figure out what to say. Instead, ask something like, "What could I have done better in that meeting?"

2️⃣ Always thank people for giving you feedback.

How you respond to feedback makes a difference. If you clearly listen and say thank you, even if you don't agree, it sets a tone that you are open to feedback and it will be rewarded.

3️⃣ Report back any changes you make.

No one will take the time to give you feedback if they don't think it is making any difference. When someone gives you feedback that results in you doing something, make sure to let them know.

The clip below is from the latest episode of the VHTB Podcast, featuring insights from Justus Kilian from Space Capital, as well as Seyka and Brian Mejeur from AdAstra Talent Advisors. 

Check out to the full episode here:
YouTube: https://bit.ly/4sooBQo
Spotify: https://bit.ly/3YRPxue
Apple: https://apple.co/4q3Zn8k

As a manager, the most powerful tool 🔨 you have to improve performance is coaching. Effective coaching starts with the right mindset, and without it, you won't be successful.

When I teach people about coaching, I like to differentiate between two mindsets.

1️⃣ The expert mindset

2️⃣ The coaching mindset

The expert mindset is the place where most people start. It is what got you promoted. It is what we all think is the best approach. "My people come to me because they want solutions so I will provide them answers."

This works well in the short term, but it does nothing to improve performance over the long term.

The coaching mindset stops trying to provide solutions.  It focuses on asking the right questions and getting your people to come up with their own solutions. 

This is how you build long term capability on your team so you don't have to be the one solving every problem.

Next time a member of your team comes to you with a problem, stop yourself from providing an answer. Take a breath and ask them what they think they should do.

You might be surprised with what they say.

Quick summary of my biggest mistake as a new leader and how you can avoid the same thing.

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