What makes me happy? What brings joy into my life? Talent Management & Development. Work does not feel like work when I am given the opportunity to do my best, which is, being part of the employee development cycle. Whether it is creating a leadership course, partnering with the L&D center of excellence, or helping managers put together a robust development plan, I am unable to say “No” when I am asked to be do something in this area. I have leveraged my ability to speak two languages and conducted Leadership training in English and Spanish across North America. Below are examples of some of the work I have pioneered the last several years.
After spending countless hours coaching an operations director on transforming the organizational structure of a manufacturing site, I saw the need to develop a leadership curriculum to help our new leaders succeed in their role.
Being part of a business transformation that took a traditional manufacturing structure into a cell manufacturing structure was very rewarding. Shortly after promoting 8 production employees into a cell leadership position, it was clear we needed to do something extraordinary, something it had never been done. Doing something of this nature would allow this particular manufacturing site go from good to great! Read the document below to learn more about the Leadership Academy I created.
According to a FORBES article “Succession planning is the practice of identifying and developing in-house candidates for top executive positions – is perhaps the most important job of corporate boards. Without a strong succession-planning program, companies are not prepared to fill openings created by retirements or unexpected departures, nor are they able to meet demands for additional corporate leaders resulting from growth”.
During one of my workforce planning sessions, it was clear to me that at the time, the company I was working for did not have good visibility to succession planning. Management knew who could be a successor for certain roles; however, we did not have the ability to look at succession planning efforts enterprise/function wide. Upon observing this gap, I took it upon myself to create a document that accomplished providing a snapshot of potential successors to management level roles across a particular function. This document, which has been eradicated of confidential information and employee data has been changed to protect their privacy, was created and provided to every member of the management team for that particular function.
Please visit the Individual Development Plan section of this online portfolio to learn my approach in creating development plans that helped with succession planning.
Another role I have played in the employee development cycle and succession planning workshops is facilitating talent review sessions. Using either a basic or a modified 9-box grid, I assist managers in evaluating an employee’s current and potential level of contribution to the organization. Depending on how agile the organization is at any given time, I have facilitated talent review sessions annually and semi-annually in order to continuously assess internal talent readiness to the next potential opportunity.
Here is an example of a 9-box workshop presentation I have facilitated.
Here are other examples of some leadership development courses I have designed, implemented, and facilitated.
* Employee Recognition
* Performance Management
* Bullet Proof Documentation
* OSHA and other Safety Regulations
* StrengthsFinder Workshops
* Manager's obligations under OFCCP
* I-9 Compliance
* How to conduct Interviews
* New Hire Orientations
* And more.....
Below are a few additional examples of training courses I have created.