®Alliance Partnership Group, LLC Jacksonville, FL 32225 904.928.2065 alliancepartnershipgroup.com About APG APG is an organization development, training, and consulting firm committed to the mission of getting good organizations to great. APG provides direct interventions to improve individual, team, department and organization performance. Our talent development initiatives focus on the distinct needs of each client to produce behavioral changes required to advance the organization. We bring technical expertise and practical experience to effectively evaluate business requirements and efficiently build solutions. Our philosophy and strategy recognize industry best practices so that we can provide our clients with the “best of the best” in tools, techniques, and programs to achieve desired results. APG welcomes an opportunity to meet with you to: • assess your needs • define solutions • deliver results and • get your good organization to great.
APG is an organization development, training, and consulting firm committed to the mission of getting good organizations to great.
APG provides direct interventions to improve individual, team, department and organization performance.
Our talent development initiatives focus on the distinct needs of each client to produce behavioral changes required to advance the organization.
We bring technical expertise and practical experience to effectively evaluate business requirements and efficiently build solutions.
Our philosophy and strategy recognize industry best practices so that we can provide our clients with the “best of the best” in tools, techniques, and programs to achieve desired results.
APG welcomes an opportunity to meet with you to:• assess your needs• define solutions • deliver results and• get your good organization to great.
TeamIncrease team effectiveness using awareness and skill building.
• Creating a team charter• Defining roles and responsibilities• Facilitated teambuilding• Individual team member assessment and feedback• Simulations/Games• Team stage analysis and progression
IndividualProvide executive, manager and individual contributor coaching and career counseling which can be augmented with behavioral diagnostic and 360 degree feedback tools.
Corporate• Career Development• Competency Modeling• Conflict Resolution (is this more of a training thing?)• Cultural Transformation• Employee Engagement Surveys• Employee Selection and Orientation• Flexible Work Implementation• Leadership Development• Job Analysis and Redesign• Mentoring Programs• Performance Management Process Design and Deployment• Position Progression• Recognition and Rewards• Restructuring• Retention Strategy Development• Succession Planning• Survey Analysis, Feedback and Action Planning• Visioning and Alignment
DepartmentIncrease departmental efficiencies and effectiveness by examination of factors that drive performance and impact results.
• Goal alignment• Procedure and practices evaluation• Recognition programs• Performance factors• Functional training design/development
APG delivers facilitated learning programs in one-on-one sessions, team workshops, business meetings and conferences.
Working within your culture and budget, we will identify the most effective and efficient learning vehicles to get your good organization to great.
We will work with you to identify easy-to-implement measurement tools that track progress and incorporate reinforcement mechanisms that ensure continuous improvement.
Management/Supervisory• Career Development for Employees• Creating a Harassment-Free Environment• Coaching for Improved Performance• Giving and Receiving Feedback• Effective Delegation• Employee Engagement and Retention• Employee Motivation• Fit is It! – Effective Interviewing• Leading Effective Meetings• Managing Change• Becoming a Manager/Supervisor• Performance Management• Situational Leadership• Valuing Workforce Diversity
Executive/Leadership • Business Continuity (Plan B)• Successful Organization Change• Executive Presentation Skills• Leading vs. Managing
Individual Contributor• Career Development• Managing Your Manager• Presentation Skills• Change Management• Influencing & Assertiveness• Leading Effective Meetings• Self Management Strategies• Time Management• Valuing Workforce Diversity
Customer Service• Customer Service Excellence• Customer Service Excellence for Call
Centers• Customer Contact Skills
Train-The-Trainer• Training from the Inside Out
Communication• Advanced Presentation Skills• Building Internal Partnerships• Communicating for Results• Conflict Resolution• Cross Cultural Communication• Giving and Receiving Feedback• Influencing and Assertiveness• Presentation Skills
APG believes that the success of any coaching engagement is predicated upon the willingness and ability of the individual to align with organizational intent, embrace a relationship of trust, and execute against agreed-upon steps to advance. Organizational Intent Organizations contract a coaching engagement for three primary reasons:
Developmental Coaching – the organization intent is to enhance capability in the current position and/or build capability for future assignments. Effectiveness Coaching – the organization intent is to modify behaviors that impede effectiveness in the current position or will preclude effectiveness in future assignments. Transitional Coaching – the organization intent is to transition the individual, either within the organization or outside the organization, and career assessment and exploration is prescribed.
Relationship of Trust The willingness and ability of the individual to establish a relationship of trust with the coach is critical to success. Agreed-Upon Steps to Advance A successful coaching engagement is marked by continuous movement toward the desired change. The coach works with the individual to establish specific steps, or behavioral actions, that advance the goal which has been mutually established. The willingness and ability of the individual to move forward are measured by the execution of identified action steps.
APG is committed to safeguarding the integrity of the organization’s intent and investment, in advancing the goal for the individual, without compromising trust. To this end, APG’s approach to executive coaching follows a five-phase process. Assessment The Assessment phase is designed to clarify organizational intent for the coaching engagement. This includes expectations for outcomes and how success is defined. It includes a high level assessment of the current situation, including objective data and subjective input from stakeholders. Additional assessment tools may or may not be recommended at this time. The organization introduces the coach and communicates the intent. The coach establishes rapport with the individual by clarifying roles, defining confidentiality, and outlining process steps. Alignment The Alignment phase is designed to explore the individual’s desired outcome for the coaching engagement, validate understanding of the organization’s intent and ensure alignment of the overall goal. Awareness The Awareness phase is designed to establish understanding of the current situation, to identify existing paradigms or belief systems, introduce new data from assessment tools and discuss the impact of current behaviors, beliefs and or style on the desired goal. Acceptance The Acceptance phase is designed to establish ownership of behaviors and feedback, to adjust perspectives and paradigms as appropriate, and accept the value that can be achieved through personal behavior change. Action The Action phase is an iterative phase designed to identify behaviors for change, execute the new behaviors, evaluate the results and examine the level of comfort to continue. The Action phase also includes the identification of factors that will best sustain new behaviors, build further competence, and engage requisite resources for continued success.
Karen Farmer is managing partner of Alliance Partnership Group, Inc. and is an Affiliate Partner with Mastery Works, Inc., leaders in Career Development and Talent Management. She was a Senior Consultant and Director of Client Relations with Career Systems International and Beverly Kaye Inc. an international company specializing in workforce and talent management solutions that increase the engagement and productivity of today’s workforce.
She is a management consultant and professional trainer with over fifteen years corporate experience specializing in leadership development, career planning, workforce development, and team facilitation. She has conducted over 1200 workshops and designed seminars in leadership, customer service, influence
and negotiation skills, team building, and supervisory skills development.
Karen created, designed and directed a corporate Career Resource Center for a major Florida Healthcare company and redesigned and installed the new employee orientation program. Karen presented a corporate-
wide program on workforce development and retention strategies. She has individually counseled and consulted with high level executives and managers throughout the downsizing and restructuring process.
Karen holds a Bachelor of Science in Special Education with an emphasis in Learning Theory fromBowling Green State University, Ohio. She also holds a Masters degree in Business Administration from the University of North Florida. She is an alumni of Alpha Chi Omega Sorority.
In addition, she was featured speaker at the International Quality & Productivity Center on the topic of Career Development and Employee Retention. Her specific areas of expertise include; Adult Learning Theory, Myers Briggs, LSI- Learning Style Inventory, and Business Development. She has been an instructor at Florida Community College in Jacksonville, Florida.
Some of her past and current companies that she has worked with include: AT&T, American Express, CISCO Systems, Prudential Insurance, Daimler-Chrysler, Kraft Foods, Nortel Networks, CIA Federal Government, Chicago Board of Trade, NationsBank, Johnson & Johnson, Lucent Technologies, Bank of America, Burger King Corporate and Vistakon Johnson & Johnson, First USA, Lockheed Martin.
Her professional memberships include the American society for Training & Development, the Society for Human Resource Management, and Organizational Development Management. Karen’s passion for and commitment to community involvement has lead her to design and develop a job training program for the Jacksonville City Rescue Mission. She also consults with the Coalition for the Homeless on organizationaland related job training programs and is on the Steering Committee of Friends for the Hubbard House for Women.
Marie Young is an Organization Development (OD) professional and practitioner. Targeting transformation initiatives, Marie works with organization leadership to clarify the future state, isolate change levers,identify gaps and build a transition strategy that delivers results. Using a varied approach, including structured interviews, facilitated group sessions, systems analysis, process mapping, survey data and document reviews, Marie derives the current state and platform for change. Marie earmarks policies, procedures, practices and organization structure requisite for Alignment and integration.
Marie has led numerous initiatives requiring customized design and development to jump-start organizational transformation. She works with individuals and teams to promote awareness, embrace transition and increase effectiveness through behavioral change.
Marie has spoken at industry conferences, both domestic and international, emphasizing the people element in the technology revolution and business re-design. Her focus is on human factors and HRsystems that drive behavioral and cultural change. She provides the framework for building, linking and integrating leadership competencies. She aligns basic HR practices including selection, orientation, training, performance management, career development, succession planning and retention. She has re-structured career pathing and job leveling, built and implemented position profile systems, and revolutionized functional training design.
Marie’s expertise in business transformation was recognized early in her career when she received the Tribute to Women in Industry Award for best practices in point-of-sale business integration and training for Atlantic & Pacific Tea Company. Her expertise in people development was again recognized throughthe design and construction of Avon’s Learning Center for Information Technology professionals, which earned Avon the #1 in IT Training Award by Computerworld magazine. Her recent Call Center intervention required the re-design of front-line agent training, which yielded turn-around results and restored the Company’s endorsement by external rating agencies and government regulators. Marie’s current work in the high-velocity change healthcare segment provides a strategic framework for disparate employee retention and performance initiatives to drive business alignment, integration and results.
Marie has designed, developed and delivered training programs in the areas of Organizational Change and Transformation, Business Process Re-Design, Leadership, Management and Supervision, Employee Satisfaction and Retention, Effective Communication, Interpersonal Skills, Diversity Integration, Career Development, Performance Management, Coaching and Feedback, Goal Setting, Performance Review, Competency Modeling, Survey Feedback and Action Planning, Recognition and Rewards, Training and Facilitation, Professional Conduct (Sexual Harassment) and Flexible Work, as well as numerous customized-content programs, to thousands of managers and supervisors.
Marie has an undergraduate degree in Education, Masters of Business in Human Resource Development, and post-graduate certification in Organization Development Practices from Columbia University. She is certified and master-certified in numerous professional training programs and assessment tools, including: DiSC Personal Profile System, Myers-Briggs Type Indicator, Profiler 360 Degree Feedback, Situational Leadership, Maximum Impact Communication Skills, and TMC Cultural Orientations.
Cheryl is a training design and delivery professional with over ten years experience designing and facilitating learning across a wide range of industries and cultures. Cheryl has taught classes from the “plant floor” to “executive suite” for many corporations including MasterCard International, Avon Cosmetics, Merrill Lynch, Grey Global Advertising and AOL.
Cheryl has led numerous initiatives requiring customized design and development to facilitate organizational and individual change. Her passion is helping individuals and teams survive and thrive during times of transition and increasing effectiveness through behavioral change.
Cheryl has designed, developed and delivered classroom and self-study programs in the areas of Leadership Skills, Management Skills, Interpersonal Skills, Coaching and Feedback, Communication Skills, Performance Management, Customer Service, Career Development, Goal Setting, Performance Review, Training and Facilitation, Flexible Work, and Sexual Harassment. She has also designed and delivered customized-content program for in-tact teams and business units.
Certified in numerous professional training programs and assessment tools, including: DiSC Personal Profile System, Myers-Briggs Type Indicator, Profiler 360 Degree Feedback, Situational Leadership, Thomas-Kilman Conflict Mode Instrument, Firo-B, Business as UnUsual and Employee Workshop for Organization Change from Pritchett and Pound, Presentation Skills, and TMC’s Cultural Orientations at Work.
Cheryl is a certified Teacher of English as a Foreign Language and has served as adjunct faculty teaching English as a Second Language at Fairfield University in Fairfield, Connecticut and Norwalk Community College in Norwalk, Connecticut. She has also designed and delivered Welfare to Work training for the State of Connecticut in support of the 1996 Welfare Reform Act.
Cheryl is a graduate of Boston University’s School of Management with a Bachelor of Science degree in Business Administration, earned a Masters in Education from Fairfield University’s School of Education and completed post-graduate certification in Organization Development Practices from Columbia University.
