Zeiberg Consulting

With well over a hundred L&D projects under my belt, I have seen a lot of mismanagement and delays …and almost every single time it was due to the same couple of issues: stakeholder involvement and decision-making rights. Even with our direction, our clients tended to minimize the extent in which stakeholders need to be involved and have a voice. The L&D leader failed to define decision-making rights upfront, and either tried to make decisions by consensus or assumed they had decision-making rights. Both big mistakes often cost the project time, money, and sometimes…trust and respect. The smoothest projects we have supported had clearly defined operational principles including stakeholder involvement and decision-making rights. Taking the time to do this upfront always saves time in the long run and results in a higher quality product or service as well as stakeholder buy-in. #decisionmaking #decisionrights #stakeholderinvolvement #stakeholderbuyin

“Training" and "learning" are related concepts, but they are not the same and I have noticed they are used interchangeably. The difference between the two… Training typically refers to a structured process of teaching or instructing someone in a specific skill or knowledge area. The outcome of training is the adoption of specific skill or knowledge…” HOW” to do something or “KNOWING” something: ? Excel ? Products ? Compliance-related topics Learning, on the other hand, is a broader concept that encompasses the acquisition of knowledge or skills through being taught, application, coaching, and experience. The outcome of learning (keeping in mind it is a continuous process with no specific end point) …is BECOMING, and we BECOME more capable and successful over time. Some examples are becoming a: ? Leader ? Financial Advisor ? Consultant I avoid using the term training. Instead, I dedicated my career in helping individuals BECOME the best they can be in their roles.

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.