- Antonella Agati, Human Resources Manager, MCAP
- Luis Alberola, Talent Strategy & Innovation, Owner, LA Consulting
- Krista Allan, Director, Global Talent Management, Sensata Technologies
- Petter Andersson, People & Change Leader, Talent & Org Developer, Digital Strategist, HR Adviser, Consultant (Independent)
- Anonymous, Director Talent Management, Various Industries
- Anonymous, former Senior Training Manager, Large Telecommunications Company
- Anonymous, Manager, Talent Management, Large Canadian Retailer
- Anonymous, Senior Manager of Talent & Development, Large Professional Services Firm
- Anonymous, Senior Director, HR & Executive Coach, Various Industries
- Fiona Betivoiu, Director, Talent Management, Purdue Pharma (Canada)
- Gerard Camacho, Director of Career Development, Parkland Health & Hospital System
- Orlando Castillo, HR Manager of Organizational Effectiveness, Capital Farm Credit
- Dr. Tim Clark, Founder and Lead Teacher/Trainer, Business Model You, LLC
- Allana Farley, Manager of Career Navigation Services, Colorado State University Global Campus
- Julie Winkle Giulioni, Consultant, Speaker, and Co-Author of Help Them Grow or Watch Them Go, Principal and Instructional Designer, DesignAround
- Jane Graydon, Interim VP of HR and Executive Coach, St. Joseph’s Health Centre
- Tom Gross, US Sales and Partner Manager, Fuel50
- Bruce Hazen, President, Three Questions Consulting
- Dr. Beverly Kaye, International Best Selling Author and Founder, Career Systems International
- Shirley MacBeath, Senior HR Business Partner, Softchoice
- Sue Matis, Senior Executive Human Resources, North Central Health Care
- Sarah Noll-Wilson, Chief Edge Officer, Sarah Noll-Wilson Inc.
- Michelle Ockers, Independent Learning & Development Consultant
- Joanne Oliver, Talent & Organizational Development Specialist, City of Guelph
- Elena Palumbo-Sergnese, Director, Talent Management HOOPP
- Colleen Philabaum, Director of Learning & Development, Worthington Industries
- Kerry Pletch, Talent & Organizational Development Manager, City of Guelph
- Keith Rosen, Chief Evolution Officer & Founder, Coachquest
- Alan M. Saks, Professor of Organizational Behavior & HR Management, Centre for Industrial Relations & Human Resources, University of Toronto
- Trevor Timbeck, Chief Talent Officer, Info-Tech Research Group
- Sandie Walford, Instructional Design Specialist, HRG North America
- David Wexler, Human Capital Strategist & Executive Coach, David Wexler Consulting
- Dr. Karie Willyerd, Head of Global Customer Education & Learning, SAP and Co-Author of Stretch: How to Future-Proof Yourself for Tomorrow’s Workplace
- Sherri Wimes, Consultant, MVP Advisory Group, LLC
- Lisa Wolf, Director of People & Culture, ARAG Legal Insurance
- Richard Wong, Vice President, Marketing & Creator Relations, #paid
- Despite organizational investment of time and effort in employee development, employees still report their development needs aren’t being met.
- Organizations often have a lot of development opportunities, but need manager help to connect the right opportunities to the right employees.
- Employees commonly cite career-related reasons when asked why they left their last employer. In fact, two of the top five reasons for departure are directly related to careers (McLean & Company Exit Survey, 2017; N=5,940). This represents a huge cost for organizations in terms of recruitment, training, productivity loss, and lost opportunity.
- Coaching is an effective way for people managers to influence employees and has a tangible impact on organizational results.
- Career path programs are not outdated, but they need to be approached differently – it’s less about creating a prescribed framework and more about creating visible opportunities.
- Development needs to be employee-owned and manager-supported, as well as organization-informed so it meets the needs of the organization.
Impact and Result
- Connect the right development opportunity to the right employee through an effective development planning process.
- Equip managers to empower employees to drive their own careers and provide them the tools to do so. Through manager-led development coaching, employees acquire a wide range of skills and explore their interests.
- Organizational benefits of development coaching include increased employee engagement, bench strength, and retention.
This guided implementation is a one call advisory process.