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Minerva was founded by three Industrial-Organizational Psychologists and a computer scientist, Mr. Andrew Fritz. Our scientific backgrounds help us bring cutting-edge techniques from the research world into your organization’s daily operations. Additionally, we continue to contribute to the world’s scientific knowledge through peer-reviewed publications.
In Roman mythology, Minerva is the goddess of wisdom, strategy, art, schools, justice and commerce. We strongly believe in the advancement of these areas in the work we do every day.
Our logo, Minerva’s owl, represents our core values: knowledge, wisdom, insightfulness and learning.
Kathryn has worked in a variety of industries including healthcare, oil and gas, aviation, and aerospace.
Her specialties include executive coaching, leadership & team training, employee selection & engagement, organizational development, and innovation & entrepreneurship.
She is an award-winning entrepreneur and leader within the San Antonio community who prioritizes giving back through board service and involvement in non-profit organizations.
Kathryn has authored and co-authored research publications on topics related to innovation, team development, employee engagement and leadership training.
Lacey has over 20 years of experience in helping organizations select and train teams to thrive in extreme environments.
She is a recognized expert in occupational health psychology, who helped create teamwork and resilience training for International Space Station astronauts from NASA, JAXA, ESA, CSA, and Roscosmos.
Her research and consulting continue to focus on selecting, training, and maintaining high-performing teams in high-stakes or high-stress environments.
Lacey consistently volunteers time to train and coach teamwork & resilience to public-safety and healthcare professionals in and around the Texas Medical Center.
Kelley has studied and worked around the globe in industries as varied as accounting, oil and gas, consulting, and aerospace.
Her dual passions of the meaning of work and meaningful work began in her early twenties and continue to drive her work today.
The result has been increased knowledge of organizational culture & climate, job insecurity, selection, personality, team cohesion & conflict, and most lately, neurodiversity.
Kelley’s recent research and outreach is focused on personality as a mechanism for predicting meaningful work, especially as it relates to improving employment outcomes for marginalized groups.
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