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ELE brings leaders together across companies and industries to work through the messy stuff: decisions, risk, handoffs, execution drag, and what it takes to move from idea to action.

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Find the peer conversation that moves your work forward.The right exchange builds better leaders, closes capability gaps, and cuts through what internal meetings can't.

Figure out if ELE is for you. Straight answers on what ELE is, who it’s built for, and how contributing members actually work together. Still have a question? Contact us.

Get answers about how Executive Learning Exchange (ELE) works — peer-powered leadership development that fixes real work issues, reverses burnout, and accelerates business value. No programs. No vendors. In the flow of work.

Real challenges. Real peers. Clear next moves.

This is where people-leaders get sharper.

Want ELE to come to you? Propose a local gathering — the community decides what gets scheduled.

Rush Health

Session Focus: Building Relationships &amp; Rapport, Influencing Others, Political Savviness

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

✅ This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.
<ol>
 	<li>First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.</li>
 	<li>Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.</li>
 	<li>Finally, we will explore key considerations and skills required to build and maintain client relationships.</li>
</ol>
During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport (Session 8)</li>
</ul>

How To Be a Consultative Learning Partner 8 | Building Relationships & Rapport

Sales &amp; Customer Service

kery.mortenson

Project Management

Operations

tomas.ramirez

learning culture

consultative

relationship building

laura.schart

jesse.james

agility

teresa.oliszewicz

wendi.barlow

trust

improving engagement

relationship resiliency

planning

Session Focus: Generating Options and Taking Action, Recommendation &amp; Implementation, Change Management

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

✅ This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.
<ol>
 	<li>First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.</li>
 	<li>Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.</li>
 	<li>Finally, we will explore key considerations and skills required to build and maintain client relationships.</li>
</ol>
During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Taking Action (Session 7)
</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>

How To Be a Consultative Learning Partner 7 | Generating Options and Taking Action

Session Focus: Data Gathering Methods, Resistance to Data Sharing, Data Analysis &amp; Diagnosis


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

✅ This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.
<ol>
 	<li>First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.</li>
 	<li>Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.</li>
 	<li>Finally, we will explore key considerations and skills required to build and maintain client relationships.</li>
</ol>
During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis (Session 6)</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>

How To Be a Consultative Learning Partner 6 | Data Gathering, Data Analysis & Diagnosis

relationship resilience

Session Focus: Client Resistance


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

✅ This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.
<ol>
 	<li>First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.</li>
 	<li>Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.</li>
 	<li>Finally, we will explore key considerations and skills required to build and maintain client relationships.</li>
</ol>
During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance (Session 5)</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>

How To Be a Consultative Learning Partner 5 | Client Resistance

richard.busby

Session Focus: Contracting (continue)

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

? This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Contracting (Session 4)</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>

How To Be a Consultative Learning Partner 4 | Contracting

improvement engagement

Session Focus: Client Engagement


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

💥 This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

✅ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

✅ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

✅ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement (Session 3)</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>

How To Be a Consultative Learning Partner: Client Engagement

dirk.tussing

nick.allen

janice.simmons

cavinda.caldera

Session Focus: Internal Consultant Role

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

? This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

✅ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

✅ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

✅ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role (Sessions 1 &amp; 2)</li>
 	<li>Client Engagement</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>

How To Be a Consultative Learning Partner: Consultant Roles, Skills and Competencies

chris.lazzerini

edward.desrosiers

monica.macfarlane

Executive Learning Exchange (ELE)

Session Focus: Internal Consultant Role

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

? This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization’s strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role (Sessions 1 &amp; 2)</li>
 	<li>Client Engagement</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>

How To Be a Consultative Learning Partner: Internal Consultant Role

alison.cowan

lisa.williams

Session Focus: Building Relationships &amp; Rapport, Influencing Others, Political Savviness

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

? This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport (Session 8)</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

single-event

Team Leaders

Your Teams

Learning Circles

online event

Session Focus: Generating Options and Tacking Action, Recommendation &amp; Implementation, Change Management

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Tacking Action (Session 7)
</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

Session Focus: Data Gathering Methods, Resistance to Data Sharing, Data Analysis &amp; Diagnosis


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis (Session 6)</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

Session Focus: Client Resistance


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Client Resistance (Session 5)</li>
 	<li>Data Gathering, Data Analysis &amp; Diagnosis</li>
 	<li>Generating Options and Taking Action</li>
 	<li>Building Relationships &amp; Rapport</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

Session Focus: Resistance

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li>Client Engagement</li>
 	<li>Resistance (Session 4)</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

How To Be a Consultative Learning Partner 4 | Resistance

Session Focus: Client Engagement


The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li>Internal Consultant Role</li>
 	<li> Client Engagement (Session 3)</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

How To Be a Consultative Learning Partner 3 | Client Engagement

Session Focus: Internal Consultant Role

The role of the learning and development professional is being transformed from that of training design and delivery into that of a strategic business partner. As demands on and expectations of learning and development professionals change, they must continually develop new skills to add value to the organization by performing an internal consultancy role.

This eight-part series explains the basic concepts and principles of the consulting process.

As internal consultants, L&amp;D professionals act as proactive advisors providing critical input into the organization's strategic initiatives and become increasingly involved in implementing strategies. As L&amp;D professionals take on these additional responsibilities, our role changes, and we can significantly impact the organization.

1️⃣ First, we will introduce client engagement, readiness and capability, strategies to overcome resistance, data gathering and analysis techniques, making recommendations, and implementation.

2️⃣ Next, we will focus on developing core consultancy competencies through performance, exercises, and knowledge gain.

3️⃣ Finally, we will explore key considerations and skills required to build and maintain client relationships.

During this series of eight one-hour interactive sessions, we will learn together.
<ul>
 	<li> Internal Consultant Role (Sessions 1 &amp; 2)</li>
 	<li>Client Engagement</li>
 	<li>Resistance</li>
 	<li>Data Gathering &amp; Diagnosis</li>
 	<li>Moving Forward</li>
 	<li>Key Considerations for Client Relationship</li>
</ul>
ELE Produces this Learning Circle: How To Be a Consultative Learning Partner

How To Be a Consultative Learning Partner 2 | Internal Consultant Role

How To Be a Consultative Learning Partner 1

Froedtert ThedaCare Health

If You Build It, They May Not Come.

Learning leaders have long developed opportunities for development in silos and we have sometimes embraced our ivory towers, allowing consultation and strategic work to be completed by our HR Business Partner colleagues. This can cause a disconnect between what the organization and learners wants from the investments being made in learning. Our constituents begin to voice concerns about the number of courses, the time they are spending away from work and the results they are getting from learning opportunities. Learning professionals must find ways to unite their team and their customers in order to provide a significant impact.

To be seen as effective in the eyes of our organizations, this session will explore how to maximize internal learning team structures as well as guidelines for managing external relationships in new ways that can help organizations see learning professionals and programs in entirely different, positive ways.

This session will focus on providing insight into:
<ul>
 	<li>Explore ways to develop internal learning team structures in order to maximize effectiveness and learning outcomes in the organization</li>
 	<li>Identify tactics to transform the external learning relationships, processes and tactics in order to develop meaningful relationships with internal customers and ensure meaningful outcomes</li>
 	<li>Articulate adaptive learning mechanisms that help your organization see you and your learning colleagues in different ways and provide new paradigms for learning environments.</li>
</ul>

Case-Based Consultative Learning & Practice: High Engagement, Relationship Building and Adaptive Learning

brent.brazell

operations

strategic business partner

alignment

Accenture

Drawing on the extensive experience of our 16,000 management consultants globally, Accenture Management Consulting helps clients identify and deliver value with pace, certainty, and strategic agility. Individuals work alongside top thinkers and leaders in industry and functions to make a real difference in the way the world’s leading organizations operate. Working across the spectrum of Management Consulting activities and initiatives, Accenture resources have more significant opportunities to broaden their career and tackle complex, stimulating challenges. Hiring, developing, and retaining talent while ensuring the right people are available at the right time in the proper role is critical to ensuring the success of our talent and our clients.
Our Management Consulting Development Program (MCDP) is explicitly geared at recent college graduates, who join as a new Business Analyst. MCDP is an intensive two to the three-year program that helps our Business Analysts develop the essential core skills to be relevant to clients and profitable as a management consultant.
Aimed at equipping talent with a “CEO Mindset,” MCDP takes a comprehensive approach to develop leadership skills. Throughout their time in the program, individuals are exposed to a spectrum of management consulting experiences across various specialty areas including Analytics, Customer Relationship Management, Finance &amp; Enterprise Performance, Operations, Risk Management, Strategy, Sustainability, and Talent &amp; Organization. They also participate in a full classroom as well as on-the-job competency development activities.
Individuals in MCDP are encouraged to hone their leadership skills through participation and leadership in defined Action Teams, which design and deliver several strategic initiatives both within geographic “hubs” and across North America.

<ul>
 	<li>Ensure support from all directions (leadership, HR, project managers, etc.)</li>
 	<li>Leverage feedback to continually improve</li>
 	<li>Tailor the experience to the individual to increase relevancy</li>
 	<li>Leverage analytics to refine the recruiting profile and recruiting sources</li>
</ul>

Accenture Case Study: "Unleashing the Power of the Ant Hill"

analytics

Strategy

Leadership

people strategy

upskilling

growth mindset

talent development

effective leadership

accelerated leadership development

karen.bychowski

action learning

customer service

Are you an internal consultant―a staff member who serves in a consultative role within your organization? Then you need this hands-on guidebook to help you better understand your role and improve your performance.

Whether you're a change agent, trusted advisor, or someone who serves in varying capacities, it's important to design your job, develop a formal agreement, and build your practice.
<div>

Consulting on the Inside provides a solid background for internal consultants and serves as a roadmap for cultivating a successful career.

You'll learn how to:
<ul>
 	<li>maintain an outsider's objectivity while applying an insider's knowledge of the organization</li>
 	<li>build relationships but be up-front about challenges and issues</li>
 	<li>design your role to fit the client's needs and the organizational situation</li>
 	<li>handle roadblocks and deal effectively with difficult clients</li>
 	<li>market your consulting services within the client organization.</li>
</ul>
You'll find a thorough examination of the eight phases of the consulting process, a comprehensive analysis of the differences between internal and external consultants, and success stories demonstrating the personal qualities you need to build trust and relationships. Consulting on the Inside also provides a complete toolbox for getting the job done, including tips and techniques, checklists, forms, a sample hiring agreement, and ready-to-use agendas.

With this book in your hands, you'll be able to apply your expertise, influence, and personal skills to multiple roles within your organization, and balance the tension between being an insider and needing to give honest, direct feedback to your colleagues. As an internal consultant with a well-founded practice, you can provide competent, collaborative advice to help solve problems, improve performance, and increase your organization's effectiveness.

</div>

Consulting on the Inside: A Practical Guide for Internal Consultants

evidence-based research

learning strategy

assessments

matt.donovan

job aids

Giving Feedback

debbie.koenig.dwinell

julie.hassel

nicole.defalco

When the landmark best-seller Flawless Consulting was first published more than three decades ago, it was quickly adopted as the "consultant's bible." With his legendary warmth and passion, Peter Block explained how to deal effectively with clients, peers, and others. The book continues to speak to people in a support function inside organizations as well as to external consultants.

Flawless Consulting: A Guide to Getting Your Expertise

patty.boggs

keri.kersten

susan.c.guest

cindy.pinkstaffmiller

catherine.hebel

How can I make learning part of the overall company strategy? How do I convince key stakeholders of the value of L&amp;D? How can I develop a proactive approach to L&amp;D rather than reactive? How can I help my stakeholder see me as a Trusted Learning Advisor instead of an order taker?

Progress requires change. It has never been clearer that those in the field of learning and development are the changemakers for organizations. L&amp;D is an integral puzzle piece for achieving growth and creating value. But for decades, L&amp;D has sat by while others called the shots, made the decisions, and dictated how, when, why, and what type of training or learning interventions would be used in organizations.

Many L&amp;D practitioners are still there—comfortably nestled in the familiarity of playing the role of an order taker for the organization's learning and development needs. Some even justify it by adopting the belief that they should stay in their lane and focus on the work they've been told to do.

But every great innovation in life begins when someone dares to ask, - "But why?"

Written by an author with over 20 years of experience in the industry, this book explains what skills are needed by L&amp;D professionals to become strategic consultative partners to the business by driving value for the organization and unlocking human potential. Full of practical tips, tools, and advice, The Trusted Learning Advisor covers everything from strategies for developing key consultative skills needed to build trust and relationships with stakeholders, which is the foundational concept of a Trusted Learning Advisor, to identifying the L&amp;D maturity level of an organization. There is also practical advice on measuring the value of learning and communicating this impact to the organization and connecting the learning strategy to the business strategy.

This essential guide also includes support on critical thinking, communication, and influencing skills, as well as advice on how to master a growth mindset. Full of examples, actionable steps, and global case studies from Fortune 500 companies, this is crucial reading for all L&amp;D practitioners looking to develop their role as strategic consultative business partners that add true value to the organization, and ultimately achieve their highest purpose in L&amp;D: changing lives through learning.

The Trusted Learning Advisor: The Tools, Techniques and Skills You Need to Make L&D a Business Priority

future of work

Change Management

julian.malnak

sean.stowers

michael.vaughan

critical thinking

Adding Value

communication skills

influence

purpose

organizational change

future of learning

brady.bair

Performance Consulting

capabilities development

trusted advisor

keith.keating

anthony.candelario

Unified Analysis & Measurement Strategy | Reverse Kirkpatrick Model + Needs Assessment

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