Managing should be fun. Employees should come to work inspired and ready to do their best work. We often get in the way of that. This workshop will teach you what the big picture of an integrated approach to talent management and development looks like and then the strategies on how to execute that picture (read more)
"Top Talent" are those who have been identified as the people in an organization to are most worthy of job promotions, special assignments, compensation, development, etc. What does it take to become one of those people? We can help you understand what it takes and how to get there (read more)
Learning how to manage people well has a huge impact not only on the directs being managed but on other team members, the leader, the community, the products, people’s families, etc. The ripple effect of doing this well (or not well) is tremendous (read more)
Leading people requires a higher level skill set but the great news is it is a very learnable set of skills. What do people want in a leader? Typically it is someone who inspires them, gets them to see the bigger picture, and someone who understands their unique situation and approaches them at that level. That work begins with understanding yourself (read more)
Many people want to win but haven't really learned the keys to winning consistently (read more)
The ability to get your idea across to others in a clear, consistent and engaging way is an essential tool for successful people. There are specific strategies to help one be very successful when presenting (read more)
Winston Churchill once said, “There is something about the outside of a horse that is good for the inside of a man.” Horses touch people in ways that are unlike any other. There is even some emerging research that correlates emotional intelligence with horsemanship (read more)
Becoming a great coach isn’t difficult but does require a specific set of behaviors, skills and significant commitment. Kim is a world renowned coach and has developed many people into stellar coaches (read more)
Often learning interventions are completely off the mark based on the environment or the lack of skills on the instructor’s part. This program provides the knowledge and skills on how to create a superior learning or training event (read more)
This workshop is designed to help participants understand what EI is and the role it plays in making one more effective (read more)
In addition to the workshops listed above, Janson Associates also offers custom programs. Read more for examples of previously created custom programs (read more)
You often hear the phrase “career development” bantered around quite a bit but what’s interesting is that it is often one of the most sophisticated concepts for organizations and individuals.
People have careers; organizations don’t. People should clearly understand that the career planning process should be driven and owned by the employees. Smart companies help and hold managers accountable to be strong supporting players, but that’s merely an accelerant. Even if you have that level of support in an organization, it’s still up to the individual.
We are often sought after in this work because career development can be tricky for a number of reasons. We’ve had a great deal of success in helping people determine how to have fulfilling careers. Our work ranges from high profile private clients to large publicly-traded organizations.
Managers often aren’t skilled in this area. It’s difficult for managers to do because they don’t want to make promises they can’t keep, they don’t think they are insightful enough to help, or they feel threatened that others are vying for the job. Complicating the situation is the fact that careers are not linear, but often zigzag putting managers are a further disadvantage on how to help people navigate their careers.
A Sherpa helping to navigate the terrain lets you travel farther faster. We can be that for you.
One of the most common issues that surface on employee engagement surveys as a major area of need is coaching. Employees are not getting the coaching they want. Feedback is not being provided. More precisely, a study revealed that only 2% of managers are giving ongoing feedback. That’s bad news for you.
We coach people at all levels of the organization on changing behaviors and changing perceptions. Our ability to understand how organizations work, the challenges of managers, and how to make people more effective, coupled with our ability to translate observations into actions, make us great partners.
How we work:
We are world renown for our coaching capabilities. Helping successful people be more successful is our hallmark.
Ready to learn more about how Janson Associates can transform your organization? Schedule a free 30 minute consultation with President and CEO, Kim Janson
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