Zeiberg Consulting

Thank you AXIOM Learning Solutions and Scott Rutherford, MBA, CPTM for hosting me for your L&D podcast, giving me the opportunity to discuss the value fractional partner relationships can bring to an organization. #fractional #learninganddevelopment #talentdevelopment

It was great to reflect in my 25th anniversary year, on the inception of Zeiberg Consulting, my experience throughout the years, and the lessons I learned. How incredibly fortunate I have been to work with and learn from my incredible clients and my team members. Thank you Canvas Rebel for this spotlight! https://lnkd.in/ei6pBjHG

Especially for companies and startups that rely heavily on innovation, fractional partnership can be a game-changer. Having access to deep-rooted talent development expertise on a fractional basis allows companies to navigate new strategies and growth to develop new skills and capabilities. By integrating fractional hires, companies can: ? Leverage senior-level experience and -industry insights without the full-time cost ? Gain focused expertise to drive specific projects or navigate critical emerging needs ? Enhance agility by bringing in specialized skills as and when needed Fractional employment is not just a trend but a strategic approach to talent management in the modern workplace. Reach out to learn more about our fractional arrangements. #talentdevelopment #learninganddevelopment #fractionalwork

Zeiberg Consulting has served as a Fractional Talent Management Partner longer than fractional roles have been in vogue. Here is another example of one of our past relationships. Industry: Financial Services, Insurance Role: Learning & Development Partner Time Commitment: 6 days per month each for two separate learning organizations within this company Length of Relationship: Five years Responsibilities included: ? Conducting a global sales capability assessment ? Designing a sales academy for new management trainees ? Designing an estate planning school for financial advisors ? Creating a talent management strategy including talent mapping and succession planning ? Developing a leadership competency model ? Creating critical role success profiles ? Designing a leadership development program for new leaders **During this relationship we increased team capacity and capability, accelerated response to business needs, and created measurable business results. ** Reach out to learn more about our fractional arrangements.

According to the recent Forbes article “Why Companies Should Embrace the Fractional Employee Business Model”, the fractional model has infiltrated the gig economy, allowing businesses to hire workers for specific tasks or projects that require deep expertise that can’t be found within their teams or to enable additional capacity without adding headcount. The fractional business model saves payroll thousands of dollars or 30-40% over hiring a full-time employee. Fractional roles open more opportunities in your business to deliver to your stakeholders and in your operational budget. Let the benefits of hiring fractional employees elevate your value proposition. Reach out to learn more about our fractional arrangements. #talentdevelopment #learninganddevelopment #fractionalwork

According to the recent Forbes article “Why Companies Should Embrace the Fractional Employee Business Model”, the fractional model has infiltrated the gig economy, allowing businesses to hire workers for specific tasks or projects that require deep expertise that can’t be found within their teams or to enable additional capacity without adding headcount. The fractional business model saves payroll thousands of dollars or 30-40% over hiring a full-time employee. Fractional roles open more opportunities in your business to deliver to your stakeholders and in your operational budget. Let the benefits of hiring fractional employees elevate your value proposition. Reach out to learn more about our fractional arrangements. #talentdevelopment #learninganddevelopment #fractionalwork

Every fractional arrangement works differently, there is not one right way to structure the partnership. To determine the structure, we have typically: ? Identified the reporting relationship (for example, reporting to the Chief Learning Officer or Chief People Officer) ? Decided the initial scope of the work (for example, identifying one to two projects to jumpstart the work and build internal relationships) ? Determined the time allocation and duration (for example, eight days a month for a one-year period) ? Negotiated the investment (for example, a percentage discount based on number of days contracted) Reach out to learn more about our fractional arrangements. #talentdevelopment #learninganddevelopment #fractionalwork

https://lnkd.in/eQJ5NmZd With the shift some companies are making from degree hires to skill hires, several key changes and considerations come into play for L&D organizations... 1.?????Targeted Learning Objectives: Instead of broad learning goals, there is a shift towards specific, measurable objectives related to acquiring and improving skills. This requires a clear understanding of the skills needed for current and future roles within the organization. 2.?????Customized Learning Paths: Individuals may require different learning paths based on their current skill levels and career aspirations. L&D programs need to offer personalized learning experiences that cater to these varied needs. 3.?????Practical and Applied Learning: There is an increased emphasis on hands-on, practical learning experiences rather than theoretical knowledge alone. This often involves simulations, real-world projects, and opportunities for practice and feedback. 4.?????Continuous Learning Culture: Skill development is seen as an ongoing process rather than a one-time event. L&D initiatives should support a culture where employees are encouraged to continuously learn and enhance their skills. 5.?????Integration with Performance Management: Skill development becomes closely linked with performance management and career progression. This integration helps in aligning individual development goals with organizational objectives. 6.?????Technology Integration: Utilization of technology to facilitate skill development, such as learning management systems (LMS), online courses, virtual reality (VR) for simulations, and AI-driven personalized learning platforms. 7.?????Metrics and Assessment: There is a need for robust metrics to assess the effectiveness of skill development initiatives. This includes measuring skill acquisition, application on the job, and the impact on overall performance. 8.?????Agility and Adaptability: Given the rapidly changing business environment, L&D needs to be agile and adaptable. This means being able to quickly identify emerging skills needs and develop relevant programs to address them. 9.?????Collaboration with Managers and Leaders: Managers play a crucial role in supporting skill development by providing feedback, coaching, and creating opportunities for employees to apply newly acquired skills. 10.??Focus on Future Skills: Anticipating future skills requirements and proactively developing these skills among employees ensures that the organization remains competitive and prepared for upcoming challenges. In essence, the role of learning and development with a focus on skill development requires a strategic approach that integrates learning into the fabric of daily work and ensures that skills development is a continuous journey.

Fractional Talent Development Partners deliver BIG results…providing in-depth experience, knowledge, and skills to expand the capabilities and accomplishments of your team. It is not the right fit for every organization. How do you know if it is not right for your organization? Here are three things to consider: 1. You expect your fractional partner to always be available: Fractional partners may have multiple clients or projects so may not be as flexible in the ebbs and flows of your business should you want them to work additional hours as needed. They may not be able to drop everything as a regular employee is in the position to. 2. You don’t have the bandwidth get your fractional partner up to speed: You may need to take extra care in training for institutional knowledge, internal processes, and systems and cultural norms to build camaraderie, effective collaboration, and team cohesion. 3. You don’t have the budget to supplement your team: Your organization may just look at this as an extra cost and not weigh it against the extensive benefits, including productivity, efficiency, and added expertise. A fractional partner is an investment and requires a commitment to the partner for a specified amount of time. If you think this is right for you and your organization, reach out to learn more about our fractional arrangements. #talentdevelopment #learninganddevelopment #fractionalwork

Talent Development is often challenging for small to medium size organizations; but their needs are just as high and broad as larger organizations. There is limited: ? Access to internal resources with expertise to develop professional development programs ? Funds to spend on learning initiatives ? Time to deliver learning which is imperative for newer and younger employees Learning solutions tend to be generic and asynchronous, lacking skill practice, individual feedback, and internal networking. But that can be changed with a Fractional Talent Development Partner who can support your HR function. This partnership enables smaller businesses to: ? Invest in talent development without committing to additional headcount and employee benefit costs ? Provide higher caliper content and learning to meet employee development needs ? Leverage a committed resource as needs arise ? Coach less experienced team members of subject matter experts involved in learning Reach out to learn more about our fractional arrangements. #talentdevelopment #learninganddevelopment #fractionalwork ?