Learning Development Consultant: What Do I Do… Really?Nicole Marshall
Well, that’s not a short answer. In part, I have the incredible opportunity to impact the professional and personal lives of leaders around the world by introducing them to concepts and theories that the Talent Development arm of the MHS organization is responsible for administering assessments on.
Through the magic of technology and supported tools, I artfully peel back the layers on emotional intelligence, influence, change, decision style preferences and resiliency. Whether the participant has completed a self-assessment on one of these areas or is tasked to complete a simulation and reflect on their experience to understand themselves and their peers on a deeper level, my goal is a combined effort to expand the knowledge of these various topics where leaders (learners) identify their strengths and opportunities beyond a few personalized summary paragraphs. This effort requires hands-on guided learning to develop a stronger appreciation of the (sometimes complex) results.
I design customized content for clients based on their desired learning objectives as provided to me through a scoping conversation. Understanding the needs of the organization are essential to a successful program. It is important to be very attentive to those needs and to be a keen listener. The beauty is truly realized in bringing one or more of those things together to enhance a leadership development imperative for an organization even though all our assessments and simulation products stand well on their own for any industry and all leadership levels.
What I’m offering to you is that not only am I the steward of my role at MHS, I’m also a client! Since joining this organization and participating in its evolution, almost daily, I find ways to challenge myself to improve my skills and capabilities based on the results of my own assessments and simulation experiences. I am living and breathing the concepts of the EQ-i 2.0 model (Self-Perception; Self-Expression, Interpersonal, Decision Making and Stress Management).
If you haven’t heard, emotional intelligence skills are the bones of any successful leader! As the organization evolves, my Pragmatist tendencies are evident, I’m excited though slightly apprehensive for the unknown. Most of my work requires that I not only have to make decisions independently, but also influence others, and with each circumstance I am actively aware of the impact of both on my actions and the impact it will have on the bigger picture. In the past year, I’ve experienced some real-life things that I have both chosen and been chosen for me – all of which have stretched me mentally, physically, professionally and psychologically. The good news is that I’ve made it through to the other side (the brighter side) where all the exciting things are waiting for me. That’s my optimism speaking as well as a sign of growth and my ability to navigate the 3Cs of Hardiness (challenge, commitment and control). It’s not easy to be vulnerable, and I know that it isn’t a sign of weakness, rather willingness and determination.
Finding techniques to navigate situations as they arise is one thing, to be surrounded and supported by a team of super smart individuals who get it too, is something special. My work environment is a simulation sans VR goggles. So, to go back to the top of this piece is to answer you by saying, what I do is help you to get better at what you do, which directly serves me at getting better at doing what I do – really!
Visit https://storefront.mhs.com/collections/talent to learn more about how to further develop and manage talent in the workplace. Our range of Talent assessment tools are ideal for use in coaching, organization and leadership development, selection, and succession planning. Please contact us at email@example.com for any inquiries.