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: 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

ELE Group, LLC

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

Rexnord

Engagement is one of the hottest business topics today. The convergence of globalization, technology, and speed of change- have more CEOs and business executives striving to create a high-performance work environment. There is no “magic bullet” or “secret sauce” when it comes to employee engagement. Engaged employees are committed- committed to their work, their team, the organization. 



An employee’s manager has the most influence on an employee’s level of commitment/ engagement. Developing and nurturing the employee/manager relationship leads to stronger connections and higher engagement. Regular conversations, letting the team solve problems, guiding and encouraging development and connecting employee’s work to the larger team or organizational strategy results in higher engagement at the local levels within an organization.



The talent continuum- from planning through succession is built around development. Build or by the talent? Either way, development ensures success. On a quarterly basis- bringing leadership teams together to discuss different aspects of talent management- drives a development culture and increases engagement.

&nbsp;

Rexnord’s Talent Management Journey: How Conversations & Learning are Improving Engagement

engagement &amp; culture

post-format-video

Integrated Talent Management

suzanne.sherry

engagement

talent management

employee engagement

Ignite Online Events and Virtual Training with the Use of Well-Designed and Facilitated Activities

Creating outstanding virtual meetings, webinars, and training programs has always been challenging for novice and experienced instructional designers and facilitators alike. Virtual learning experts Kassy LaBorie and Tom Stone understand that the need to interact and engage is more important than ever, as online collaboration becomes the norm rather than the exception.

In this new, updated edition of Interact and Engage!, the authors offer more than 75 activities as well as tips and strategies to help you create effective online learning and masterful meetings and webinars. Activities range from warmups and icebreakers to closers and celebrations, and everything in between. LaBorie and Stone cover advanced features and techniques and guide you on how to convert or create your own online activities, no matter what technology you are using now or in the future. An appendix presents two capability models for the positions of virtual facilitator and producer.

Interact and Engage!

thomas.stone@i4cp.com

virtual classroom

virtual presentations

virtual learning

virtual producer

virtual onboarding

kassy.laborie

Micro stress is a force in our everyday lives that we aren't even aware of—and it's so powerful it threatens to derail otherwise promising careers and lives.

&nbsp;

💥 It's the hidden epidemic of small moments of anxiety that infiltrate both our work and personal lives.

&nbsp;

Because each micro-stress is so tiny, it doesn't trigger the normal stress response in our brains to help us deal with it. Instead, the micro-stress embeds in our minds, accumulating with scores of other micro strains daily and week-to-week. The long-term effect is devastating: micro-stress invisibly weighs us down, damages our physical and emotional health, and contributes to a decline in our overall well-being.

&nbsp;

💥 GOOD NEWS: You can fight back once you learn about micro-stress. 

&nbsp;

Drawing on new research, Rob Cross and Karen Dillon will teach you how to recognize and manage the most common forms of micro stress and even remove some from your life. Compelling interviews with high achievers who've endured their share of micro-stress bring to life best practices that show you how to build resilience against micro-stress and, ultimately, how to find purpose in your everyday life, using it as an antidote to your micro-stress.

&nbsp;

The Microstress Effect

evidence-based research

Engagement &amp; Culture

rob.cross

wellbeing

employee retention

burnout

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

Login