Your mission is to bring out the best in other people. Perhaps we can help you achieve a few important goals. Find your profile below.
My job is to help our leaders communicate our company's mission and goals, engage our employees, provide them with the tools they need to do their jobs, and to maintain a healthy and happy work environment. I believe it’s the right thing to do to achieve a workforce demographic that represents the diversity of the communities we serve and in which we operate.
When our leaders don’t model company values-in-action, it has a trickle-down effect on others. I aim to build a performance development culture, not just performance management system. We know so much about what helps people perform at their best. I aim to integrate those practices myself, with my own team, with the leadership team, and throughout the company.
Working with you or your L&D or HR leads, we can help you solve mission-critical problems, develop leaders and project managers who inspire and motivate, and teach teams and individual contributors to navigate and collaborate across boundaries, whether functional, cultural, or geographic.
My job is to motivate and empower other leaders to produce desired business results. I’m a problem-solver, opportunity seeker, and performance coach for people who lead other people, teams, and front line initiatives. I communicate regularly with my company's executives about how my team is driving strategy through the ranks and delivering on our group's targeted goals.
When my team leaders spend most of their time fighting fires, they don’t scan for emergent threats and opportunities. How can I help my leaders get their day-to-day routines under control, adapt more quickly to change, and really (not just words) become more customer-focused?
Effective management starts with mission and goal clarity. In a one-day work-out, our consultants can help you and your team refine priorities while you develop self- and-team-management disciplines verified by brain-science. You’ll establish accountability and empowerment routines that your leaders can socialize throughout your organization.
I help my clients – business unit leaders – achieve their priority goals by helping them define talent needs, develop human capacity, scan for key stakeholder concerns and needs, and resolve issues. I aim to be a unit leader’s trusted advisor.
Business leaders often express an implicit bias about HR, e.g., you handle pay and benefits, right? I have to demonstrate how I can lighten their load and help them achieve key business goals. I don’t have direct line authority with my clients' direct reports. Nevertheless, I have to influence their thinking and behavior, and even drive certain mission-critical initiatives.
IA has trained and coached thousands of HR professionals to be trusted advisors, strategic thinkers, collaboration consultants, and effective leaders – without formal authority. You can enhance your consulting skillset by attending a public program or sponsoring an action-learning experience with your peer group.
My job is fast-paced and exciting. My goal is to meet or exceed revenue targets, keep the sales team focused and motivated, and make sure our customers are satisfied. I’m involved in strategic market and key account planning. I help launch new products or services. I make pitches to new clients. I put out fires. I’ve learned to expect the unexpected.
My challenges vary per quarter. How to help my reps stay in-synch with customers’ buying journeys? How to drive collaborative sales behaviors without quashing healthy competition? How to engage people across my company – marketing, SME’s, and senior leaders – to share intelligence, generate leads, and support sales?
To build better customer-centric sales and delivery partnerships, we’ll teach your sales team how to collaborate better across functions. To build strategic alignment with your leadership colleagues, we’ll help you develop a stakeholder strategy and facilitate your high stakes meetings. To retain your top talent, we’ll help you build a more engaging coaching culture.
I lead a group that manages mission-critical business processes. I communicate and interpret company strategy and policy. I define goals, develop execution plans, and hold people accountable. I aim to demonstrate good managerial habits and inclusive behaviors. I believe focus and follow-through build trust, produce good results, and enhance self-esteem.
I think of my group as a well-oiled machine. I also know that we work in a VUCA environment and processes can freeze up or break down. Nevertheless, I don’t like to be blind-sided. I want my team to forecast potential problems and see opportunities on the horizon. When the unexpected happens, I want us to resolve issues quickly and learn from our experience.
In a one-day workout, we can hone your team’s strategic thinking while addressing a key challenge. We can install a routine coaching discipline for fast-cycle problem-solving. When you launch a change or improvement initiative, we can facilitate your kick-off meetings. To build your team’s collaborative capability, we’ll provide them with a high-impact learning experience.
My job has evolved over the last few years, from overseeing recruitment or development to leading a multi-modal approach for accelerating employee productivity and readiness to lead. Right now, I’m focused on building a pipeline of new managers. The job includes assessing gaps, setting recruiting and advancement goals, developing strategy, and driving initiatives.
My goal is to find, develop, and retain top talent. That talent is comprised of three generations of workers: baby boomers, Gen X, and millennials. Gen Z will enter the workforce soon. Winning the talent game requires a team. How do I leverage the knowledge, skill, and wisdom of seasoned managers to play the game with me? Moreover, how do we go about building a learning and coaching culture that nurtures and retains high potentials?
How about turning your executives, senior managers, and experienced professionals into learning leaders and coaches? That’s a powerful way to involve leaders and evolve a learning culture. If you don’t have an effective coaching model, we can provide a routine coaching framework used every day by thousands of managers. Our learning consultants can also help you define the competencies you want to develop and map out learning journeys for key populations.
I help leaders plan, budget, and keep projects on schedule. I’m mostly assigned to projects but sometimes I recommend projects and assume the leadership role. I’m responsible for outcomes but often don’t have the authority to tell people what to do. I try to stay positive, and model optimism, even in the face of uncertainty and set-backs.
There are many differences among team members – profession, age, culture, gender, work styles, and so forth. Differences can stimulate thinking and creativity but can also trigger misunderstanding and conflict. How can I help the team develop a common approach for working together? How can I stimulate more engagement and shared responsibility for success?
We can help you accelerate the momentum and productivity of project teams. In a project team launch, our process consultants will facilitate a process for setting expectations, establishing team guidelines, and getting to work. In experiential learning programs, online or in-person, we’ll teach you how to facilitate meetings that bring out the best in everyone.
My job is to create a robust learning and development process and curriculum with a mix of internally led programs, specialized offerings, and services from external partners. I manage partner/vendor L&D firms, oversee an L&D team, design and deliver solutions, and meet with key stakeholders to determine learning and development needs.
In this data-rich and technologically advanced environment, C-suite and senior leaders expect me to quantify how learning initiatives impact the organization’s ability to accomplish its business objectives. From the employee point of view, I have meet learners where they are, find the best solutions for them, and market learning experiences so employees know what's available to them.
Our consultants help you translate business strategy and priorities into competency requirements and learning programs that will help your clients to perform better. We offer blended learning solutions that address several mission-critical challenges, including filling the leadership pipeline, empowering teams to work better across boundaries, and improving how everyone meets, in-person and online.
Interaction Associates offers many programs covering areas such as building strong leaders, improving cross-functional collaboration, creating a culture of effective meetings and so much more.
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