Developing Your Star Staff
Rebecca works with organizations that know the secret to their current and future success is developing key talent long-term — not in a one- or two-shot quick fix. Long-term behavior change only happens with long-term intervention.
You will benefit most from Rebecca’s contribution if your organization knows that the secret to your current and future success is developing key talent long-term — not in a one- or two-shot quick fix. Long-term behavior change only happens with long-term intervention. Her client list shows that the best organizations know that key-talent development is a critical investment. She knows what works — what enables high achievers to go even further. She is the architect for focused, tailored solutions designed to meet your organization’s particular needs.
Your key talent, fast trackers, high potentials, and emerging leaders provide you the most leverage for exponential growth. By investing in these executives, managers, salespeople, customer service reps, and individual contributors you get the highest ROI. Rebecca knows what works — what enables high achievers to go even further. She is the architect for focused, tailored solutions designed to meet your organization’s particular needs.
Developing your crucial staff takes more than sending someone to a one- or two-day seminar. It is a long-term process — however it doesn’t have to be time-intensive. Read Rebecca’s 5-Step Process for ensuring results.
However, many executives find it hard to find time to create a systematic plan for developing their people. If you find yourself in this situation, read Rebecca’s article “Kill Your Business by Ignoring This Issue.”
Rebecca’s solutions reflect her exceptional communication skills as well as her extensive research and interviews. She delivers solutions that meet your objectives — on time and on target. To see some of what she’s accomplished for others, view samples of the problems presented, Rebecca’s solutions and the results. Contrast these approaches with the typical approaches managers take to development outlined in this brief chart.
“Because of your skill, two team members who had a conflict were able to understand each other better and make an agreement to improve their relationship. You really turned around a situation that was negatively impacting the entire team.”
–Manager, Knowledge & Training Resources, SyStemix
“I thought the [eight-month management development academy] was extremely worthwhile. There were some very important pieces of information that I use and refer to daily. What I feel was most important was we learned about ourselves — how we think, feel and react. This is so important in leading others. If we know ourselves, we can see and understand others.”
–Manager, Adobe Systems