Learning Development and Human Resource Professionals

Learning Development and Human Resource Professionals

L&D and Human Resource Professionals

My organization could use help with time-management, overwhelm, influence, and communication skills.

You’ve earned the respect and trust of your client base, and you certainly have the skills needed to help them reach their development goals, and yet there are two things standing in your way.

The first is time. You already have a huge workload and then countless ad-hoc requests coming at you all day, every day, leaving you a little time to develop and deliver programs.

Second, even with your strong, credible relationships with your leaders and managers, you also know that sometimes they need an objective outsider to talk with: someone who understands the environment that they work in but who is outside their system.

And, like me when I was Director of Learning and Development, you don’t want to waste one single dollar or minute on a program that doesn’t make the best use of your clients precious time.

In these situations, you need a trusted partner who believes that coaching is a time-bound program with specific, observable outcomes—not a permanent relationship akin to talk-therapy.

You need coaching and training programs that will take your managers and leaders from good to great (or as I like to say, good-to-Brilliance) as efficiently as possible and give them tools that will support them beyond our time together. Of course, like anyone, I like to get great reviews on my programs. But the praise that really matters to me is when I hear that months later people are still benefiting from the changes they made while working with me and my team. I don’t just aim to inspire people, I help them rewire their thoughts and habits so they become the best version of themselves.

Recently a VP in HR emailed me after reading my newsletter about How to Say No With Grace, not Guilt. He realized that one of his employees had used my six-step process to effectively decline his request. She had attended one of my programs at least six months prior.

If you’re looking for a trustworthy partner with a proven track-record of helping leaders at all levels make lasting positive changes, let’s talk.

We will work closely with you to make sure that the development work we do with your clients is aligned with other programs and your overall department goals.

I look forward to speaking with you.

Executive Coach & Founder, Brilliance Inc.

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Coaching ROI

If you know from personal experience how valuable coaching is, you’re not alone. The statistics speak for themselves – see below for two executive coaching studies:

MetrixGlobal LLC: In a study performed by MetrixGlobal of a Fortune 500 company, “Coaching produced a 529% return on investment and significant intangible benefits to the business. Including the financial benefits from employee retention, this boosted the overall ROI to 788%.”

Manchester Inc: In a study conducted by Manchester Inc. of 100 executives in Fortune 1000 companies: “A company’s investment in providing coaching to its executives realized an average return on investment (ROI) of almost six times the cost of the coaching. The coaching programs that executives participated in were a mix of both change-oriented coaching which is aimed at changing certain behaviors or skills, and growth-oriented coaching which is aimed at sharpening performance. The coaching programs typically lasted from six months to one year.”

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