Joan Austin is an accomplished organizational effectiveness consultant and personal/professional coach based in Minneapolis, Minnesota. With over 25 years of experience in human resources and organizational development, she specializes in helping organizations and individuals make transformative change through strategic planning, leadership development, change management and team effectiveness. She has held various HR leadership roles and consulted with organizations across multiple industries on initiatives such as culture improvement, talent management and performance management.
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
This is the project covered by me and my collegue to build the capacity of a community and design a training where they were having a problem. We selected our community a SHG of Apsinga village located in Maharashtra.
The CAF is an easy-to-use, free tool to assist public-sector organizations across Europe in using quality management techniques to improve their performance.
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
This is the project covered by me and my collegue to build the capacity of a community and design a training where they were having a problem. We selected our community a SHG of Apsinga village located in Maharashtra.
The CAF is an easy-to-use, free tool to assist public-sector organizations across Europe in using quality management techniques to improve their performance.
Business /Executive Coaching and Consulting: Helping Businesses increase cash flow, reduce working capital, grow their businesses and position their businesses for sustainable results. My focus is usually on Get the Business, Run the Business,Guide the business and Manage the Business.
Senior Mangers , Managers , Team Leaders who have gained experience of managing people and who now want to enhance/ compliment their management skills with the process and tools to drive strategic Leadership as a way of increasing their overall performance and that of their team.
The Center for Executive Education at Belmont University Overview PresentationGene Mage
An overview of the services of the Center for Executive Education at Belmont University. Leadership Development, Workshops, Executive Learning Networks, Executive Coaching, and much more.
In this knowledge-based economy, every developing country has to facilitate the fast growth of high performing faculty teams for creating industry-specific faculty teams for providing assistance to the industries, developing industry ready graduates, etc. This set of PPTs suggest effective methods for achieving excellence through a proven development process.
Business /Executive Coaching and Consulting: Helping Businesses increase cash flow, reduce working capital, grow their businesses and position their businesses for sustainable results. My focus is usually on Get the Business, Run the Business,Guide the business and Manage the Business.
Senior Mangers , Managers , Team Leaders who have gained experience of managing people and who now want to enhance/ compliment their management skills with the process and tools to drive strategic Leadership as a way of increasing their overall performance and that of their team.
The Center for Executive Education at Belmont University Overview PresentationGene Mage
An overview of the services of the Center for Executive Education at Belmont University. Leadership Development, Workshops, Executive Learning Networks, Executive Coaching, and much more.
In this knowledge-based economy, every developing country has to facilitate the fast growth of high performing faculty teams for creating industry-specific faculty teams for providing assistance to the industries, developing industry ready graduates, etc. This set of PPTs suggest effective methods for achieving excellence through a proven development process.
Human Network is a leading edge leadership and talent development consulting firm. Our core areas of expertise include Leadership
development, Executive Coaching and Custom interventions designed to build critical competencies for success and accelerate performance.
To know more about how we can partner with you to build the right
capability building architecture to drive performance,
log on to www.human-network.in
1. Joan Austin
7250 Maplewood Road
Cologne, Minnesota
(952) 200-3628
joanaustin24@yahoo.com
SUMMARY OF QUALIFICATIONS
Accomplished Organizational Effectiveness Consultant and Personal/Professional Coach. Expert at helping
organizations and individuals who are looking to make transformative change. Inspiring guide who focuses on
optimizing strengths and diminishing limitations by working a step-by-step plan toward the desired future state.
Talented facilitator of organizational effectiveness with expertise in team facilitation and leadership development.
PROFESSIONAL EXPERIENCE
Self Employed, Minneapolis MN
January 2017 to present
Consultant & Coach January 2016-
present
•Support Organization Change Management initiatives.
•Provide tools and facilitated process to identify and optimize organizational structure.
•Clarify short and long term strategy and assist leaders in creating objectives and roadmaps to achieve plans.
•Facilitate team effectiveness by identifying and clarifying team purpose, roles, goals and norms.
•Coach individuals in assessing current state and identifying learning agenda/target for coaching.
•Identify and explore options and opportunities and make a plan for action.
•Check in on plan progress and discuss observations including progress and roadblocks.
•Assist in evaluating progress and celebrating accomplishments.
Lutonix C.R. Bard - New Hope, MN
April 2012 to December 2016
Director, Human Resources 4/12 – 12/16
•Partner with senior leaders as a member of the Lutonix Management Team to create and implement business
strategy and operational plans.
•Drive people strategy to promote high performance culture with productive and engaged employees.
•Oversee talent acquisition including recruiting, screening and selecting top talent and developing bench strength
to fulfill succession plans.
•Provide guidance for and resolution of interpersonal conflicts and employee relations issues.
•Develop, interpret and coordinate compliant human resource policies, practices and programs.
•Ensure equitable and competitive compensation structures and practices.
•Conduct team launch sessions to clarify purpose, roles and goals and establish operating norms of cross-
functional project teams.
•Design and roll out enhanced Performance Management process and create training modules focused on
continuous coaching and feedback that puts the emphasis on the conversation not the form.
•Design and facilitate leadership development for global Information Technology top 30 leaders and global top
60 Sales leaders.
•Serve as a member of Culture of Quality task force to uncover and address gaps in creating safe and compliant
products and processes.
•Create scalable and flexible Change Management toolkit addressing organizational and individual transitions.
•Lead community action initiative, encouraging volunteerism and service to the communities we live and work in.
•Champion reward and recognition programs to celebrate accomplishments and infuse fun in daily work routine.
Beckman Coulter - Chaska, MN
November 1990 to April 2012
Group Manager Human Resources 10/10 -4/12
•Provide support and direction as an HR Business Partner to the Sr. VP of Global Quality and Regulatory
Affairs (Q&RA).
2. Joan Austin
7250 Maplewood Road
Cologne, Minnesota
(952) 200-3628
joanaustin24@yahoo.com
•Initiate and drive global human resources programs and initiatives as a member of the HR leadership team for
Beckman Coulter.
•Facilitate strategic planning sessions with global Q&RA leaders.
•Oversee talent acquisition, retention and transitioning of Q&RA leaders and corporate staff group.
•Key member of quality system improvement initiatives – Serve as HR lead on Management Controls
remediation team.
•Participated in developing, implementing and managing worldwide job structure systems. Partnered with
colleagues across multiple locations to create robust and consistent job descriptions.
Sr. Organizational Development Consultant 11/05- 10/10
•Design and facilitate custom leadership development programs to grow leadership competencies and meet global
business challenges.
•Consultant with senior business and human resources leaders regarding strategic planning, change management,
and organization redesign.
•Serve as a process consultant on critical project teams to facilitate leader effectiveness and enhance business
outcomes. Conduct new leader assimilations.
•Facilitate team formation and enhance interpersonal effectiveness of team members to accelerate achievement of
results.
•Assist in the deployment of the Talent Management process, including Performance Management, Talent
Review and Succession Planning.
•Coach VP, Directors and Mid-level Managers by providing 360 Feedback and guiding personal development
closing the gap between current reality and more effective leadership behaviors.
•“Excellence in Innovation” & President’s Game Ball winner – 2009
Human Resources Specialist/Manager 11/90-11/05
•Collaborate with leaders to develop targeted hiring profiles and acquire the best talent to meet current and future
business needs.
•Lead training and development curriculum design and conduct competency-based training courses.
•Provide guidance for and resolution of employee relations issues at all levels of the organization; direct
performance improvement planning and implementation.
•Conduct job evaluations, salary surveys and administer the company’s compensation and pay for performance
systems.
•Create and administer mentoring, college relations and intern programs to enhance employee development.
•Create and manage an Office Services function with an annual budget of $600K and staff of 3.
•“Circle of Excellence” winner – 2003
EDUCATION
Hudson Institute, Santa Barbara, CA Metropolitan State University, St. Paul, MN
Certified Personal and Organizational Coach Bachelor of Arts, Business Administration
ADDITIONAL CERTIFICATIONS
SPHR – Sr. Professional Human Resources, DiSC- Behavioral Profile, MBTI- Cognitive Assessment, EQI- Emotional
Intelligence, SDI- Strength Development Inventory. CCL Benchmarks 360, Denison Organizational Culture survey and
Leadership 360, Franklin Covey Great Leaders program, Polarity Management.