FAQs

What size companies do you serve?

My clients range in size from 50 to 27,000 employees.

Have you ever delivered workshops at multiple company locations?

Yes, at Mattel, Inc. for example, I was called upon frequently by my colleagues in other company locations in both the US and internationally to deliver, co-deliver, and provide train-the-trainer workshops.

Are you available to travel globally to implement your workshops?

Yes, in fact as Director of the Leadership Development Team at Mattel Inc., I spent many years traveling and delivering workshops at Company locations around the world. This affords me a unique world view and cultural acumen that differentiates my consulting practice from others in the leadership development arena.

What organizational level are your participants?

This depends on the workshop, as some are geared towards individual contributors and others towards different management levels. Management level workshops typically break down as follows: first-line supervisors, mid-level managers and directors, and executives. Also, it is not uncommon in a management level workshop to have a variety of organizational levels attending at the same time.

How is the type of assessment or program you deliver to a particular client determined?

There are many ways to identify a specific need or set of needs that would drive a training intervention, including a needs assessment conducted by the client, a needs assessment conducted by me, results of an Employee Opinion Survey (EOS), focus group data, etc. Generally, the appropriate method of determining need(s) would be agreed upon during an initial exploratory meeting between the client and me.

What kind of assessments do you deliver?

I deliver a variety of assessments, including both self- and multi-rater assessments. Some of these assessments target personality traits, while others target leadership competencies. Most include verbatim comments as well as quantitative data.

Do any of your assessments or programs require certification?   If so, what certifications do you have?

Many, though not all, of the programs and assessments I deliver require certification. A representative sample of those programs and assessments that require certification include:

Programs

Crucial Conversations

Interaction Management

Legendary Service

Optimal Motivation

The SLII Experience

Targeted Selection

Assessments

Cultural Orientation Indicator

DiSC Assessment

Myers-Briggs Type Indicator

How many participants can attend a given workshop?

While the range is from 8 to 22, optimal class size is between 12 and 16 participants.

Do participants need to complete pre-work in advance of the session?

Most workshops include some pre-work to help orient participants to the workshop experience. In general, pre-work can be completed in less than 1 hour.

How long are your workshops?

My workshops vary in length, including 2-4 hours, full day, and multi-day.

How interactive are your workshops?

My workshops are extremely interactive, including small and large group exercises and discussions, videos, and skill practices.

Once a program has been delivered, do you provide follow up sessions to ensure that the training “sticks”?

Yes, many of my clients recognize that it takes time to change habits, and that if there is no reinforcement of the skills learned, people will fall back on past behavior. In fact, research shows that it takes at least 28 days of consistent and intentional practice to change a behavior. For this reason, I am available to conduct shorter, more targeted sessions after the initial session to ensure that the time participants spent learning new skills was not time wasted. In addition, I provide “concept overview” workshops to managers of workshop participants so that they can help reinforce the new behaviors once their employees return to the workplace.

After a workshop is conducted, do you recommend a particular time period before a new workshop should be delivered?

I am often called upon by my clients to return and conduct follow up programs that are included in a phased implementation plan, either to enhance and expand upon the original session or as part of a suite of workshops that address different but complementary management and leadership skills. While there is no recommended timeframe between these additional sessions, it is important that participants have the opportunity to practice their new skills and get feedback from others, including their managers, as to how effectively those skills are demonstrated.