My Story
I've delivered thousands of workshops and seminars on a variety of professional development topics. Spoken in every major U.S. city and every state. My travels have taken me from Nova Scotia to Alaska and from Puerto Rico to Hawaii.
The duration and unique experience of travel, has exposed me to a variety of employees and leaders, their conditions and concerns. It's given me a ground floor and c-suite view of a variety of attitudes, philosophies and practices surrounding how business and government entities run and work with human resources, talent management and development related to organizational success.
This scope of experience has shaped a very specific point of view and provided tremendous insight surrounding how to leverage talent to best grow a business. For example, integrating human resource-talent management into business strategy (though many give lip service to this) is still not very prevalent. For many companies, there still seems to be an unproductive separation between these 2 areas.
My journey has lead me to where I am at now. I see all of human resource management, talent acquisition and development through the lens of business operation and growth. My view and service approach has become "holistic". Why? Because we've drifted too far away from the point of having employees in the first place and that is costing businesses - daily.
Here's what I mean. Two of the most important components of a company's growth, leadership and human resources, have both become flourishing, independent industries generating millions of dollars a year and in my view taking precedence over and in some areas over complicating simple, common sense business practices. Whether it's industry lingo (e.g. employee engagement-ugh!) performance reviews, assessments, HRIS software, big data, apps (do we really need a piece of technology to tell a team member, "great job -- I appreciate you!"..or managers loosing their ability to be human and so we chase the next big shinny quality in leadership success, I've seen these capture the attention of decision-makers to the point of distracting them from the elements that really matter in building a successful business.
Simple practices such as treating employees with dignity and respect, meaningful communication, having standards for how managers lead, do what's right by the customer. These among others, are the fundamentals that keep a business...well... in business. No sense investing in newfangled recruiting software when key leaders still refuse to provide adequate leadership/management development to competently manage that talent! Why have engagement surveys when bully bosses are protected rather than fired...makes my head hurt.
Leaders are confused over "which style" is best, how to deal with millennials, difficult employees, being overwhelmed and many have little training or support. What's worse, those issues get abdicated to the human resource department to solve and they have to beg company leaders to support their efforts to address them. The buck gets passed and continually ignored.
Do a Google or Amazon search on leadership and see the volume of results and yet a new book every year is written on the hidden keys or the unspoken whatever of leadership success. Consider this, there is more free information on how to be a good leader or manager than ever before and still ineffective or worse abusive leaders and managers persistent. Why?
My experience has provided some answers to that why, but more importantly, I've decided to devote my work and partner with others to provide solutions to help company leaders get results, save time, mitigate losses and increase profits efficiently, effectively and sustainably. We have stripped out the non-essentials -- the miscellaneous, buffet style hit and miss approaches common in the talent management - leadership development industry and focus on what matters most.
Here's what I mean. Two of the most important components of a company's growth, leadership and human resources, have both become flourishing, independent industries generating millions of dollars a year and in my view taking precedence over and in some areas over complicating simple, common sense business practices. Whether it's industry lingo (e.g. employee engagement-ugh!) performance reviews, assessments, HRIS software, big data, apps (do we really need a piece of technology to tell a team member, "great job -- I appreciate you!"..or managers loosing their ability to be human and so we chase the next big shinny quality in leadership success, I've seen these capture the attention of decision-makers to the point of distracting them from the elements that really matter in building a successful business.
Simple practices such as treating employees with dignity and respect, meaningful communication, having standards for how managers lead, do what's right by the customer. These among others, are the fundamentals that keep a business...well... in business. No sense investing in newfangled recruiting software when key leaders still refuse to provide adequate leadership/management development to competently manage that talent! Why have engagement surveys when bully bosses are protected rather than fired...makes my head hurt.
Leaders are confused over "which style" is best, how to deal with millennials, difficult employees, being overwhelmed and many have little training or support. What's worse, those issues get abdicated to the human resource department to solve and they have to beg company leaders to support their efforts to address them. The buck gets passed and continually ignored.
Do a Google or Amazon search on leadership and see the volume of results and yet a new book every year is written on the hidden keys or the unspoken whatever of leadership success. Consider this, there is more free information on how to be a good leader or manager than ever before and still ineffective or worse abusive leaders and managers persistent. Why?
My experience has provided some answers to that why, but more importantly, I've decided to devote my work and partner with others to provide solutions to help company leaders get results, save time, mitigate losses and increase profits efficiently, effectively and sustainably. We have stripped out the non-essentials -- the miscellaneous, buffet style hit and miss approaches common in the talent management - leadership development industry and focus on what matters most.
In order to accomplish this, our approach is holistic. We see every request for our services through the lens of the operation and organization as a whole. We see an organization as a organism - knowing that everything impacts everything else.
=> For more insights - check out our executive briefings series -- the latest of which is Show Me The Money! Solving the Mystery of ROI to Unlock Profits & Increase Company Value.
Our services have evolved as the needs of the business climate have evolved, always with an eye to offering what's most timely and relevant. Currently, I see this as the "call of the hour" -- businesses have a great need to re-integrate the human side into the operational side to effectively execute business strategy and see human resource management as business/operational management -- not as a stand alone, separate "department" that is treated as an administrative afterthought. I talk about this in my executive briefing Show Me The Money! Without doing this, profits are undermine and operations will be bogged down with "people problems".
Therefore, all of our consulting engagements, approaches, practices and philosophies are executed through the lens of operational performance for business growth. We are pioneers in holistic organizational leadership™. We believe in doing so, a substantial return-on-investment is experienced both tangible and intangible.
As an example, in considering the need for leadership and management development, asking questions like: why?, what's the need?, what part of the operation needs improvement? and what's the best approach? I've seen over the years companies spending money on a product or service vs. investing in needed outcomes.
=> For more insights - check out our executive briefings series -- the latest of which is Show Me The Money! Solving the Mystery of ROI to Unlock Profits & Increase Company Value.
Our services have evolved as the needs of the business climate have evolved, always with an eye to offering what's most timely and relevant. Currently, I see this as the "call of the hour" -- businesses have a great need to re-integrate the human side into the operational side to effectively execute business strategy and see human resource management as business/operational management -- not as a stand alone, separate "department" that is treated as an administrative afterthought. I talk about this in my executive briefing Show Me The Money! Without doing this, profits are undermine and operations will be bogged down with "people problems".
Therefore, all of our consulting engagements, approaches, practices and philosophies are executed through the lens of operational performance for business growth. We are pioneers in holistic organizational leadership™. We believe in doing so, a substantial return-on-investment is experienced both tangible and intangible.
As an example, in considering the need for leadership and management development, asking questions like: why?, what's the need?, what part of the operation needs improvement? and what's the best approach? I've seen over the years companies spending money on a product or service vs. investing in needed outcomes.
Our goal is to help you grow by using money and resources wisely, through our expertise in working with human behavior, leadership, management and employee performance. If this is something you would like to experience, please contact us to learn how we can help.
To your success! JoAnn
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