Talent Optimization Foundation

Talent Optimization Foundation

For the small business owner that knows they are responsible for HR and does not have the time OR resources to figure it out on their own. Foundation Basic is a membership that provides all the tools, and how-to’s you need to authentically build the HR infrastructure of your small business from the ground up!

Intention

Create an easy-to-use system that is both authentic and innovative providing the space for busy business owners to learn precisely what they need to know about HR in small chunks and be able to implement immediately (think 10 minute sessions). Yes, there are bigger ones. We break it all down for you, AND we can do the work too! 

Who?

We serve business owners looking for a hand in creating their specific organizational culture while ensuring compliance. You know you need HR and don’t have the expertise on staff, nor do you need it! We provide you with what you need to know to be confident in your HR practices.

What Courses?

Multiple courses to build your HR department including:

HR trends and laws are constantly changing. That’s why we are consistently updating and adding to our course library. 

  • New Hire Paperwork
  • I-9 Compliance
  • Americans with Disabilities Act
  • Employee Engagement - The Secret to Increasing Productivity
  • Independent Contractors vs. Employee - Classifications
  • Interviewing and Hiring 101
  • HR Compliance
  • And so, so much more!

What Else? 

  • Weekly Q&A’s with our team to troubleshoot concerns 
  • Access to a private Facebook group for problem-solving, sharing best practices and, and connecting with other small business owners.

Why?

Every individual has a right and a choice to be fulfilled in the work that they do! Are you fulfilled right now having to handle all of the HR in your organization? Or, are you frustrated with your HR challenges and have no idea where to turn that will get you the results that you need in an easy to digest way? HR is legal and feels icky to most. Humans get lost in the compliance requirements. 

Want In? 

Shift the HR burden and get back to what you do best! You will learn actionable steps, strategies, and processes to move your business forward looking through the HR lens!


14 Modules

Company Culture & People Strategy

Every business has a business strategy for how they will serve their clients and generate revenue.  With that strategy in place, organizations expect specific results to come out of their efforts and plans.  

This sounds great, right?  The issue is that many times these strategies fall apart and the results are not actualized.  The reasons are numerous and include communication, leadership skills, etc.  Within the Talent Optimization framework we call this middle section between business strategy and business results the people strategy.  

There are four key parts to the people strategy we use that is supported by The Predictive Index.

  1. Hiring - What people do you need in place to execute the role needed for the organization to meet their business results. 
  2. Inspire - Who do your leaders need to be to engage and create the space for every employee to be successful?  This is where the amazing communication comes into place between the leader and the employee. 
  3. Design - What do teams have to do with bridge between the business strategy and the business results?  Everything!  We will design a dream team looking at each team based on the work that needs to be done and the people doing that work.  
  4. Diagnose - What is going well and what is not going well with staff?  These are the golden nuggets that will direct you, as leaders, to where to spend the time training, mentoring and coaching your staff.

What does having a people strategy solve?  Turnover.

Implementing a people strategy will solve the four drivers of disengagement that lead to poor performance and turnover. They are linked directly to the four areas above. 

  1. Job Fit - Imagine working in a job you hate each day.  When people are not in the right role, they become frustrated and disengaged in their work. 
  2. Manager - When employees do not have a strong and trusting relationship with their manager, they do not feel valued in their work and tend to start to look for other employment opportunities. 
  3. Team - I love going to work with a team that I can trust, we make each other better by challenging each other to be our best, laughing at our mis-steps and learning from each other. 
  4. Organization/ Culture - When the culture is not a fit, nothing works.  

Watch this training where we walk through the 4 parts of a people strategy and break down each into further steps.  This is the foundation for integrating the Predictive Index tool into the day to day Human Resources objectives in your organization. 

We look forward to getting started with you! 

Inspire: A Manager's Secret Guide to Engaging their Team

Every business has a business strategy for how they will serve their clients and generate revenue.  With that strategy in place, organizations expect specific results to come out of their efforts and plans.  

This sounds great, right?  The issue is that many times these strategies fall apart and the results are not actualized.  The reasons are numerous and include communication, leadership skills, etc.  Within the Talent Optimization framework we call this middle section between business strategy and business results the people strategy.  

There are four key parts to the people strategy we use that is supported by The Predictive Index.

  1. Hiring - What people do you need in place to execute the role needed for the organization to meet their business results. 
  2. Inspire - Who do your leaders need to be to engage and create the space for every employee to be successful?  This is where the amazing communication comes into place between the leader and the employee. 
  3. Design - What do teams have to do with bridge between the business strategy and the business results?  Everything!  We will design a dream team looking at each team based on the work that needs to be done and the people doing that work.  
  4. Diagnose - What is going well and what is not going well with staff?  These are the golden nuggets that will direct you, as leaders, to where to spend the time training, mentoring and coaching your staff.

What does having a people strategy solve?  Turnover.

Implementing a people strategy will solve the four drivers of disengagement that lead to poor performance and turnover. They are linked directly to the four areas above. 

  1. Job Fit - Imagine working in a job you hate each day.  When people are not in the right role, they become frustrated and disengaged in their work. 
  2. Manager - When employees do not have a strong and trusting relationship with their manager, they do not feel valued in their work and tend to start to look for other employment opportunities. 
  3. Team - I love going to work with a team that I can trust, we make each other better by challenging each other to be our best, laughing at our mis-steps and learning from each other. 
  4. Organization/ Culture - When the culture is not a fit, nothing works.  

Watch this training where we walk through the 4 parts of a people strategy and break down each into further steps.  This is the foundation for integrating the Predictive Index tool into the day to day Human Resources objectives in your organization. 

We look forward to getting started with you! 

Communicating with Clarity

Every business has a business strategy for how they will serve their clients and generate revenue.  With that strategy in place, organizations expect specific results to come out of their efforts and plans.  

This sounds great, right?  The issue is that many times these strategies fall apart and the results are not actualized.  The reasons are numerous and include communication, leadership skills, etc.  Within the Talent Optimization framework we call this middle section between business strategy and business results the people strategy.  

There are four key parts to the people strategy we use that is supported by The Predictive Index.

  1. Hiring - What people do you need in place to execute the role needed for the organization to meet their business results. 
  2. Inspire - Who do your leaders need to be to engage and create the space for every employee to be successful?  This is where the amazing communication comes into place between the leader and the employee. 
  3. Design - What do teams have to do with bridge between the business strategy and the business results?  Everything!  We will design a dream team looking at each team based on the work that needs to be done and the people doing that work.  
  4. Diagnose - What is going well and what is not going well with staff?  These are the golden nuggets that will direct you, as leaders, to where to spend the time training, mentoring and coaching your staff.

What does having a people strategy solve?  Turnover.

Implementing a people strategy will solve the four drivers of disengagement that lead to poor performance and turnover. They are linked directly to the four areas above. 

  1. Job Fit - Imagine working in a job you hate each day.  When people are not in the right role, they become frustrated and disengaged in their work. 
  2. Manager - When employees do not have a strong and trusting relationship with their manager, they do not feel valued in their work and tend to start to look for other employment opportunities. 
  3. Team - I love going to work with a team that I can trust, we make each other better by challenging each other to be our best, laughing at our mis-steps and learning from each other. 
  4. Organization/ Culture - When the culture is not a fit, nothing works.  

Watch this training where we walk through the 4 parts of a people strategy and break down each into further steps.  This is the foundation for integrating the Predictive Index tool into the day to day Human Resources objectives in your organization. 

We look forward to getting started with you! 

Talent Pathways: Creating Upward Mobility

Every business has a business strategy for how they will serve their clients and generate revenue.  With that strategy in place, organizations expect specific results to come out of their efforts and plans.  

This sounds great, right?  The issue is that many times these strategies fall apart and the results are not actualized.  The reasons are numerous and include communication, leadership skills, etc.  Within the Talent Optimization framework we call this middle section between business strategy and business results the people strategy.  

There are four key parts to the people strategy we use that is supported by The Predictive Index.

  1. Hiring - What people do you need in place to execute the role needed for the organization to meet their business results. 
  2. Inspire - Who do your leaders need to be to engage and create the space for every employee to be successful?  This is where the amazing communication comes into place between the leader and the employee. 
  3. Design - What do teams have to do with bridge between the business strategy and the business results?  Everything!  We will design a dream team looking at each team based on the work that needs to be done and the people doing that work.  
  4. Diagnose - What is going well and what is not going well with staff?  These are the golden nuggets that will direct you, as leaders, to where to spend the time training, mentoring and coaching your staff.

What does having a people strategy solve?  Turnover.

Implementing a people strategy will solve the four drivers of disengagement that lead to poor performance and turnover. They are linked directly to the four areas above. 

  1. Job Fit - Imagine working in a job you hate each day.  When people are not in the right role, they become frustrated and disengaged in their work. 
  2. Manager - When employees do not have a strong and trusting relationship with their manager, they do not feel valued in their work and tend to start to look for other employment opportunities. 
  3. Team - I love going to work with a team that I can trust, we make each other better by challenging each other to be our best, laughing at our mis-steps and learning from each other. 
  4. Organization/ Culture - When the culture is not a fit, nothing works.  

Watch this training where we walk through the 4 parts of a people strategy and break down each into further steps.  This is the foundation for integrating the Predictive Index tool into the day to day Human Resources objectives in your organization. 

We look forward to getting started with you! 

Design Your Dream Teams

Every business has a business strategy for how they will serve their clients and generate revenue.  With that strategy in place, organizations expect specific results to come out of their efforts and plans.  

This sounds great, right?  The issue is that many times these strategies fall apart and the results are not actualized.  The reasons are numerous and include communication, leadership skills, etc.  Within the Talent Optimization framework we call this middle section between business strategy and business results the people strategy.  

There are four key parts to the people strategy we use that is supported by The Predictive Index.

  1. Hiring - What people do you need in place to execute the role needed for the organization to meet their business results. 
  2. Inspire - Who do your leaders need to be to engage and create the space for every employee to be successful?  This is where the amazing communication comes into place between the leader and the employee. 
  3. Design - What do teams have to do with bridge between the business strategy and the business results?  Everything!  We will design a dream team looking at each team based on the work that needs to be done and the people doing that work.  
  4. Diagnose - What is going well and what is not going well with staff?  These are the golden nuggets that will direct you, as leaders, to where to spend the time training, mentoring and coaching your staff.

What does having a people strategy solve?  Turnover.

Implementing a people strategy will solve the four drivers of disengagement that lead to poor performance and turnover. They are linked directly to the four areas above. 

  1. Job Fit - Imagine working in a job you hate each day.  When people are not in the right role, they become frustrated and disengaged in their work. 
  2. Manager - When employees do not have a strong and trusting relationship with their manager, they do not feel valued in their work and tend to start to look for other employment opportunities. 
  3. Team - I love going to work with a team that I can trust, we make each other better by challenging each other to be our best, laughing at our mis-steps and learning from each other. 
  4. Organization/ Culture - When the culture is not a fit, nothing works.  

Watch this training where we walk through the 4 parts of a people strategy and break down each into further steps.  This is the foundation for integrating the Predictive Index tool into the day to day Human Resources objectives in your organization. 

We look forward to getting started with you! 

Creating Self Managing Teams

Every business has a business strategy for how they will serve their clients and generate revenue.  With that strategy in place, organizations expect specific results to come out of their efforts and plans.  

This sounds great, right?  The issue is that many times these strategies fall apart and the results are not actualized.  The reasons are numerous and include communication, leadership skills, etc.  Within the Talent Optimization framework we call this middle section between business strategy and business results the people strategy.  

There are four key parts to the people strategy we use that is supported by The Predictive Index.

  1. Hiring - What people do you need in place to execute the role needed for the organization to meet their business results. 
  2. Inspire - Who do your leaders need to be to engage and create the space for every employee to be successful?  This is where the amazing communication comes into place between the leader and the employee. 
  3. Design - What do teams have to do with bridge between the business strategy and the business results?  Everything!  We will design a dream team looking at each team based on the work that needs to be done and the people doing that work.  
  4. Diagnose - What is going well and what is not going well with staff?  These are the golden nuggets that will direct you, as leaders, to where to spend the time training, mentoring and coaching your staff.

What does having a people strategy solve?  Turnover.

Implementing a people strategy will solve the four drivers of disengagement that lead to poor performance and turnover. They are linked directly to the four areas above. 

  1. Job Fit - Imagine working in a job you hate each day.  When people are not in the right role, they become frustrated and disengaged in their work. 
  2. Manager - When employees do not have a strong and trusting relationship with their manager, they do not feel valued in their work and tend to start to look for other employment opportunities. 
  3. Team - I love going to work with a team that I can trust, we make each other better by challenging each other to be our best, laughing at our mis-steps and learning from each other. 
  4. Organization/ Culture - When the culture is not a fit, nothing works.  

Watch this training where we walk through the 4 parts of a people strategy and break down each into further steps.  This is the foundation for integrating the Predictive Index tool into the day to day Human Resources objectives in your organization. 

We look forward to getting started with you! 

Gratitude & Employee Engagement: The Secret to Increasing Productivity

Employee engagement. You've heard the buzz about it and let's be real - it has a BIG impact on your business. Yet it can feel overwhelming to not only try to measure engagement in your organization, but also implementing initiatives to increase it. This module is designed to build that confidence, and give you actionable steps to increase engagement within your organization.

Talent Optimization Podcast Episodes 1-4

Modules for this membership 14
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