My Services
Maturity Audits
Maturity audits assess the effectiveness and efficiency of an organization's L&D programs. My custom approach will identify areas where your L&D efforts are strong, as well as opportunities for improved impact. The audit will help your organization better align its L&D programs with its business goals and objectives, and ensure that your L&D efforts are having the desired impact on the organization.
Impact Evaluation
Evaluating the impact of talent development programs is correlated with learning and business effectiveness. Impact evaluation requires a multilevel, systematic method for gathering, analyzing, and reporting on information about the effectiveness and effort of learning programs. Collecting and synthesizing data relevant to business strategies and goals helps decision making, improves learning programs, and increases the value proposition of learning with senior leaders and business stakeholders.
Business Alignment
Learning and development should support and advance the broader organizational strategy. Aligning L&D initiatives with organizational strategy requires understanding the key factors affecting a business, such as its current situation, influences from its industry or market, and factors influencing growth. It is also necessary to understand how an organization accomplishes its mission or purpose, as well as the internal processes and structures of how work gets done. Business alignment is a key determinant of impact and sustainability.
Coaching
Coaching has the power to catalyze breakthroughs to enhance individual, team, and organizational performance. Coaching is an interactive process that helps individuals develop more rapidly toward a preferred future state, produce results, set goals, take action, make better decisions, and capitalize on their natural strengths. Coaching requires using global listening, asking powerful questions, strengthening conversations, and creating action plans.
Career and Leadership Development
Creating a culture of career development in an organization can be a competitive advantage. Being effective at career and leadership development requires the ability to create planned processes of interaction between the organization and the individual that allows an employee to grow within the organization. Understanding the specific skills and capabilities an organization needs now and in the future is important when developing assessments, programs, and pathways to advance employees within the organization.
Employee Wellbeing and Resiliency
Focusing on employee wellbeing and resiliency is the key to cultivating a workforce that is healthy, happy, and able to effectively cope with the challenges and demands of their jobs. Wellbeing and Resiliency efforts have a number of benefits for the organization, including increased productivity, reduced absenteeism, and a better work environment. Promoting employee wellbeing and resiliency can also help to improve retention rates, as and creates a more positive and effective work environment for all employees.
Talent Strategy and Management
For an organization to realize its potential, talent development should be integrated into all components of talent strategy and management. Talent strategy and management are critical to building an organization's culture, engagement, capability, and capacity through the implementation and integration of talent acquisition, employee development, retention, and deployment processes, ensuring these processes are aligned to organizational goals.
