Stephanie Jones is a senior level HR professional, trainer, and coach with expertise in organizational development and creating employee engagement. She has over 10 years of experience in human resources, training and development, and management roles. She holds an MBA with a concentration in leadership and certifications in human resources, training, and coaching. She is skilled in areas such as organizational development, change management, employee engagement, and training program development.
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
The AoEC offers you effective and highly accredited coach training at all levels, whether you are completely new to coaching, or wish to deepen and broaden your skills to an advanced or master practitioner level.
Our introductory course provides a first step into executive coaching and is the gateway to our suite of accredited development programmes.
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
The AoEC offers you effective and highly accredited coach training at all levels, whether you are completely new to coaching, or wish to deepen and broaden your skills to an advanced or master practitioner level.
Our introductory course provides a first step into executive coaching and is the gateway to our suite of accredited development programmes.
Succession Planning and the Development of Your High PotentialsBizLibrary
There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at these levels organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs.
In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
In this webinar, we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development of your own high potential employees.
Bridging the Gap in Corporate Succession PlanningWendy Thomson
Corporate-wide concerns exist about the potential acceleration in retirement rates. This concern is putting increased pressure on human resource professionals in the area of succession planning. Leaders are struggling to formalize succession management strategies in preparation of anticipated leadership turnover. The challenge is that many organizations do not have formal talent identification and development programs. While companies continue to informally discuss career paths at performance appraisal time, they lack the most fundamental tool in succession planning—enabling employees to express formal interest in career choices. These career choices are not documented, analyzed, or aggregated for succession planning purposes, making it near impossible to assess information on the “depth of talent pools.”
This webinar serves as a springboard to help companies use best practices to prepare their workforce for the future and better manage the impact of turnover. In this webinar, you will learn how other organizations are:
Systematically identifying and developing internal talent for future roles,
Ensuring the performance management process integrates succession planning, and
Maximizing talent identification and readiness through formal career pathing.
See more at: http://tinyurl.com/ne5m5al
Simple steps how to define competencies you need to support your organization strategies and the simple steps to design and develop performance-based instructions if the solution requires for it.
5 Ways to Build a Better Leadership Development Program - Webinar 10.09.14BizLibrary
In this webinar we'll discuss best practices from companies that have successfully met the challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com/webinars
State of Succession Planning Report: Are you doing enough to identify and dev...Halogen Software
Developing and maintaining a leadership and talent pipeline makes the list of top concerns in executive surveys year after year. This report examines data from companies around the world to determine how well those organizations are identifying, assessing and developing succession planning programs. It also suggests action plans to help your company learn how to improve your talent management processes.
An Intro to Talent Development and Talent AnalyticsCoachSource LLC
The Center for Talent Reporting has produced a number of excellent webinars on trends in talent analytics. These slides provide an excellent introduction for those who are talent managers, or interested in the cost of human capital. For more details look at http://www.centerfortalentreporting.org/ or join us at https://www.linkedin.com/groups?home=&gid=6792888&trk=anet_ug_hm
5 Ways to Build a Better Leadership Development Program | Webinar 02.10.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
EXECUTIVE COACHING PROGRAMS: BEST PRACTICES, KEY ISSUES, AND TRENDS FOR DRIVI...Human Capital Media
Executive Coaching is a holistic development process that takes leaders out of their comfort zones so they can be more self-aware and reflect on their leadership capability and effectiveness. Senior leaders and executives are commonly faced with navigating complex change, leading people and processes and managing the business to achieve objectives. Some of these leaders are in a succession plan and preparing to transition into a new role, while others need overall refinement of leadership skills to lead at the right level. In today’s business landscape, coaching is most effective when aligned with business objectives and the talent management strategy and not used reactively for remedial performance improvement. In this webinar, you will learn how organizations are using executive coaching for leadership development. The discussion will also review common leadership assessment tools and compare the value of internal vs. external coaching programs.
Session takeaways include:
Executive coaching strategy, purpose, and outcomes — how it is used in organizations.
Structure and process for a successful coaching outcome.
Building the coaching bench — skills, standards, and rigor.
Measuring the effectiveness of coaching.
Trends in executive coaching.
Succession Planning and the Development of Your High PotentialsBizLibrary
There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at these levels organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs.
In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
In this webinar, we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development of your own high potential employees.
Bridging the Gap in Corporate Succession PlanningWendy Thomson
Corporate-wide concerns exist about the potential acceleration in retirement rates. This concern is putting increased pressure on human resource professionals in the area of succession planning. Leaders are struggling to formalize succession management strategies in preparation of anticipated leadership turnover. The challenge is that many organizations do not have formal talent identification and development programs. While companies continue to informally discuss career paths at performance appraisal time, they lack the most fundamental tool in succession planning—enabling employees to express formal interest in career choices. These career choices are not documented, analyzed, or aggregated for succession planning purposes, making it near impossible to assess information on the “depth of talent pools.”
This webinar serves as a springboard to help companies use best practices to prepare their workforce for the future and better manage the impact of turnover. In this webinar, you will learn how other organizations are:
Systematically identifying and developing internal talent for future roles,
Ensuring the performance management process integrates succession planning, and
Maximizing talent identification and readiness through formal career pathing.
See more at: http://tinyurl.com/ne5m5al
Simple steps how to define competencies you need to support your organization strategies and the simple steps to design and develop performance-based instructions if the solution requires for it.
5 Ways to Build a Better Leadership Development Program - Webinar 10.09.14BizLibrary
In this webinar we'll discuss best practices from companies that have successfully met the challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com/webinars
State of Succession Planning Report: Are you doing enough to identify and dev...Halogen Software
Developing and maintaining a leadership and talent pipeline makes the list of top concerns in executive surveys year after year. This report examines data from companies around the world to determine how well those organizations are identifying, assessing and developing succession planning programs. It also suggests action plans to help your company learn how to improve your talent management processes.
An Intro to Talent Development and Talent AnalyticsCoachSource LLC
The Center for Talent Reporting has produced a number of excellent webinars on trends in talent analytics. These slides provide an excellent introduction for those who are talent managers, or interested in the cost of human capital. For more details look at http://www.centerfortalentreporting.org/ or join us at https://www.linkedin.com/groups?home=&gid=6792888&trk=anet_ug_hm
5 Ways to Build a Better Leadership Development Program | Webinar 02.10.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
EXECUTIVE COACHING PROGRAMS: BEST PRACTICES, KEY ISSUES, AND TRENDS FOR DRIVI...Human Capital Media
Executive Coaching is a holistic development process that takes leaders out of their comfort zones so they can be more self-aware and reflect on their leadership capability and effectiveness. Senior leaders and executives are commonly faced with navigating complex change, leading people and processes and managing the business to achieve objectives. Some of these leaders are in a succession plan and preparing to transition into a new role, while others need overall refinement of leadership skills to lead at the right level. In today’s business landscape, coaching is most effective when aligned with business objectives and the talent management strategy and not used reactively for remedial performance improvement. In this webinar, you will learn how organizations are using executive coaching for leadership development. The discussion will also review common leadership assessment tools and compare the value of internal vs. external coaching programs.
Session takeaways include:
Executive coaching strategy, purpose, and outcomes — how it is used in organizations.
Structure and process for a successful coaching outcome.
Building the coaching bench — skills, standards, and rigor.
Measuring the effectiveness of coaching.
Trends in executive coaching.
I am confident & highly skilled HR professional with over 4 years of extensive industry experience & international exposure with local & foreign firms. Having years of operational experience in delivering business value. Moreover, I have demonstrated fine capability to work with senior leadership on HR plans development.
I possess significant experience in organizational development & change management in complex, multicultural matrix organizations through key HR verticals, talent acquisition & retention, learning & development, compensation & benefits, employee engagement, grievance handling, human resource information system, HR compliance & audit.
Recognized as a collaborative leader who creates vision, synergies & business results, I ensure HR value creation through people, process & systems optimization to deliver results. Extremely capable to efficiently handle conflicts & manage employee relations; effectively using Human Resource Management System (HRMS) & SAP HR Module, MIS & SPSS to understand HR structure & design tailored policy.
Professionally groomed person having excellent entrepreneurial experience, I follow highly ethical work standards with a positive outlook & create efficient processes to juggle multiple tasks & projects simultaneously.
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Specialties: | Human Resource Management | Performance Evaluation | Talent Acquisition | Organizational Development | Training Need Analysis | Employee Relations | Change Management | Conflict Management | Learning & Development | Human Resource Management System (HRMS) | SAP HR Module | MIS | SPSS | Interpersonal Skills | Presentation Skills | Communication Skills |
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I am looking for management level position in HR domain in Pakistan & abroad. I can be reached through below mentioned channels:
Email: sw.kazi@hotmail.com
Phone: +92(300)8202374
Skype:Sarmad.kazi
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
1. STEPHANIE JONES, PHR
dstandm@verizon.net http://www.linkedin.com/in/stephaniedmjones 727–251–4606
SUMMARY
SENIOR LEVEL HR PROFESSIONAL, TRAINER AND COACH
With expertise in Organizational Development and Creating Employee Engagement
Savvy business executive with valuable blend of leadership, business management, operations, organizational
development, and Human Resources; key factors in ensuring on–going business success. Effective trainer with definitive
ability to steer others in understanding complex situations and subjects.
SIGNATURE STRENGTHS
Human Resources:
Return on Investment Business Process Improvement Strategic Planning Policy Development & Integration
Change Leadership Organizational Development Negotiation Conflict Resolution
Coaching Succession Planning Employee Engagement Employee Relations Talent Acquisition
Training & Development:
Curriculum Development Mentoring Educational Programs Training Techniques - ADDIE
Workshop Presentations Executive Coaching Learning & Development Adult Learning Needs Analysis
CAREER NARRATIVE
FROM THE FRONT MANAGEMENT, Tampa, FL; 2012 – Present
Coach Consultant
Recruited to assist with developing mission, vision, and code of conduct; policies and procedures manual development;
needs analysis, creating training curriculum/strategies, developing a ROI measurement system; and staffing.
Human Resources:
Create a program to increase customer service satisfaction, employee engagement, and bottom line results
through driving an organizational transformation.
Recruit develop and train new trainers implementing trainer certification plans to ensure quality and
effectiveness for each trainer; maintaining records and prepare statistical reports to evaluate performance of
instructors to ensure 100% client satisfaction.
Training & Development:
Conduct needs analysis; develop training initiatives: identify appropriate training interventions, conferring
with management, managing the implementation and evaluation of client programs.
Determine effectiveness of client programs and interface with clients for new and existing clients.
Create value added training sessions and materials to meet client's expectations by working with sales and
operations.
CRACKER BARREL, Tampa, FL; 2004 – 2012
District Manager
Held full accountability for $45 million district. Responsible for developing both top line and bottom line business
results. Acted as a DM Business Partner with management, responsible for all HR activities and operational functions.
Human Resources:
Improved net operating income (NOI), maximizing district profitability, growing percent to total (%TTL) in
retail sales dollars 14 Basis Points by creating business partnerships with store leaders.
Developed and educated top–performing teams resulting in exceptional customer service. Drove down guest
complaint volume to 1% based on analyzing guest loyalty program scores and partnering to create plans.
Sparked 4 basis point increase in average dollar sales through effective coaching techniques focused on
targeted behaviors.
Sourced, acquired, developed, and retained highly productive talent, including internal staff; adhering to all
district operational requirements of bench talent.
Employee Engagement Scores maintained at Strongly Agree exceeding company and region results.
Training & Development:
Established sustainable environment of learning and development. Efficiently managed staffing levels across
the district and reduced employee turnover by 42%.
Trained managers on coaching for target item product knowledge. Achieved top 5 ranking in company results
and 96% of targets achieved on a company average of 54%.
Produced IDP training collateral from inception through production, including performance evaluation data.
2. Assisted in development of, tested, and trained managers and hourly employees on position competencies.
Utilized Adult Learning Principles to develop structured training content and activities for truck process and
delivery scheduling in Instructor Lead Training and computer based learning environments resulting in a
company BEST PRACTICE
BLOCKBUSTER, Dallas, TX; 2002 – 2004
Project / Training Manager
Charged with training, implementing and evaluating new company programs and initiatives in select markets. Responsible
for leadership training, on-boarding, mentoring, corporate entry educational programs, succession planning, and
performance reviews.
Human Resources:
Integral in design of career development strategy, including individual development plans and program
compliance.
Slashed employee turnover from 98% to 53% through on boarding and continuous training specific to
customer service and sales skills for existing personnel and new hires.
Pivotal in development of region/district implementation plans. As a DM Business Partner supported execution
of regional and company initiatives to achieve both operational excellence and business outcomes.
Orchestrated leadership studies focused on staff needs and formulated targeted training courses based on
evaluation results.
Championed and implemented coaching for sustainable behavioral change programs.
Acting executive coach to market leaders for successful program execution. Cultivated robust programs to
develop human capital assets.
Training & Development:
Conceived and presented instructional design process consisting of delivery methodologies and post–training
evaluations.
Developed, revised and implemented custom and standard training packages including presentations, role
playing, handouts, manuals, exercises, and related resource materials using knowledge of adult learning
principles and the ADDIE model.
Exceeded 90% positive mystery shopper scores. Implemented “coaching” focus classes for assistant managers.
Created and presented floor management workshop for targeted employees.
Additional Experience:
District Manager Frederick’s of Hollywood, Midwest
District Manager, Retail Services Radio Shack, Tampa, FL.
EDUCATION
ARGOSY UNIVERSITY; Tampa, FL
Master of Business Administration - Leadership Concentration,
Bachelor of Science Degree, Business Management – Organizational Development and Management
VILLANOVA UNIVERSITY; Tampa, FL
Human Resource Management Certification, Workforce Planning and Management, Risk Analysis, Business
Management & Strategy, HR Development, Compensation & Benefits, Employee & Labor Relations
PROFESSIONAL DEVELOPMENT AND CERTIFICATIONS
PHR, certified by the Human Resource Certification Institute
County Court Mediator, Certification by the Florida Supreme Court in Progress
MCBB – Masters in Cracker Barrel Business: Coaching for Sustainable Behavioral Change, Conflict Resolution,
Negotiation, and Performance Management Certified
Kepner Tregoe Decision Analysis, Potential Problem/Potential Opportunity Analysis, Situational Analysis Certified
Wicklander Zulwaski Interview and Interrogation Technique 1 Certified
Blockbuster Certifications: Project Management, Change Management, Executive Coaching, Force Field Analysis
From The Front Management - Coach Certified
IBCT – Associate Trainer, Train the Trainer, Webinar Certified
PROFESSIONAL AFFILIATIONS
American Society for Training and Development (ASTD) VP Programs and Events Suncoast Chapter
Organizational Development Special Interest Group (ODSIG) Suncoast Chapter Member
International Board of Certified Trainers (IBCT) Associate Trainer
Society for Human Resource Management (SHRM) National Member