Given changes in the external environment, there was a need to improve employee skill levels and skills mix. Previous training initiatives had been unfocused and loosely connected to the needs of the business, with low attendance. A more focused, bottom-line approach to training would improve productivity, retention and utilization of human assets.

Worked with top management to assess the skill and learning implications of key business trends and opportunities. Identified shortfalls in current learning system design, development and delivery strategies. Formulated and initiated execution of new strategy, focusing on up-front identification of skills gaps, ongoing management support, application of concepts to current business issues and measurement of results.

• Increased reported value of offerings by 20% - 30% , as measured by post-course and follow-up surveys with participants and managers.
• Approximately 30% reduction in the rate of no-shows and cancellations.
• Cut in half the number of offerings, focusing new courses on mission-critical skills and abilities.
• Strengthened on-the-job reinforcement of skills learned, and enhanced the role of formal mentoring in increasing critical interpersonal, management and leadership skills.