Laurie Allan & Associates LLC
Learning & Development
Leadership Development and Coaching
Leaders’ abilities to:
We bring an extensive history creating and facilitating leadership development processes that directly support business success. We use custom learning and development processes and coaching to engage the spirit, will, and essence of each growing leader and enable them to build their competence.
Learning & Development
We design and facilitate learning and development processes that build the competence required to fulfill your organization’s mission and successfully execute your strategy.
Our results not only produce a higher transfer of learning but also catalyze participants to deepen their character and strengthen their self concepts. Companies realize a higher ROI from their development dollars and participants continue to learn and grow professionally and personally.
We use best practices in adult learning to design and develop our learning processes because adults do not respond well to “things being done to them.” While training works to impart job-specific knowledge and skills in an organized and efficient manner, it often lacks the “inside-out” development focus that has become preferred among learning professionals.
The difference between learning and development is best captured by a client story:
We enable our clients to use a variety of learning modalities that engage multiple learning styles and are appropriate to the audience and learning content. From classroom-based self-discovery learning to indoor and outdoor experiential development, we are confident that we can meet your targeted outcomes.
Our learning and development resources honor the research that The Center for Research on Learning in Palo Alto has amassed. Experience plus debrief yields learning. Learning plus application yields a far higher transfer of learning to the workplace. In fact, without application, retention of learning is about 20%; with application, retention and incorporation of new skill sets it is about 60-65%.
Leaders’ abilities to:
- Think systemically
- Act strategically
- Guide their organizations effectively through adaptive challenges, and
- Build strong cultural capital
We bring an extensive history creating and facilitating leadership development processes that directly support business success. We use custom learning and development processes and coaching to engage the spirit, will, and essence of each growing leader and enable them to build their competence.
Learning & Development
We design and facilitate learning and development processes that build the competence required to fulfill your organization’s mission and successfully execute your strategy.
Our results not only produce a higher transfer of learning but also catalyze participants to deepen their character and strengthen their self concepts. Companies realize a higher ROI from their development dollars and participants continue to learn and grow professionally and personally.
We use best practices in adult learning to design and develop our learning processes because adults do not respond well to “things being done to them.” While training works to impart job-specific knowledge and skills in an organized and efficient manner, it often lacks the “inside-out” development focus that has become preferred among learning professionals.
The difference between learning and development is best captured by a client story:
Nixon Peabody, a Top 50 law firm, wished to shift a chronic over-inflation of performance ratings. The firm had designed a two-day Managing Performance for Results workshop. Evaluations were numerically good and participants indicated they now understood the firm’s performance management policies, processes, and practices. However, the written comments included statements such as “But I am still not comfortable giving people negative feedback.”
Once we helped the firm focus first on new managers’ sense of their own capabilities and self-imposed limits, and how these tied back to their self concepts, the workshop started to produce the firm’s targeted results.
We enable our clients to use a variety of learning modalities that engage multiple learning styles and are appropriate to the audience and learning content. From classroom-based self-discovery learning to indoor and outdoor experiential development, we are confident that we can meet your targeted outcomes.
Our learning and development resources honor the research that The Center for Research on Learning in Palo Alto has amassed. Experience plus debrief yields learning. Learning plus application yields a far higher transfer of learning to the workplace. In fact, without application, retention of learning is about 20%; with application, retention and incorporation of new skill sets it is about 60-65%.
"For over five years, the Rochester Institute of Technology's Center for Professional Development has worked with Laurie Allan, natural born facilitator and a teacher at heart, to address competency-building needs for a wide range of our staff. Committed to becoming an innovation university of choice, RIT recognizes the role that great leaders and managers and a fully engaged work force play in achieving our aspiration. Laurie has been a great partner to us at every step of our journey.
"Laurie developed and facilitated our Building Respect in the Workplace workshop. She gently reminded us that unrest is an indicator and then equipped us with the skills to build relationships of trust and fairness. This learning process continues because people have gone back to their teams and shared their experiences and learning from this workshop. "As we laid out a curriculum to address the career development needs of our workforce, Laurie developed and continues to facilitate our Leading and Managing course which introduces participants to the challenges and opportunities of formal management responsibility.
"As experts in the field of learning and development, we come back to Laurie and her team because of the results she has helped us produce. People leave her learning processes not only with new skills and resources but also, and more importantly, with a new or renewed sense of themselves and a higher confidence in their abilities to use these resources and skills to achieve important organizational results. Learning and development works when participants apply what they have learned and achieve needed results. Laurie's learning and development processes ensure that they do."
Debbie Spencer, Human Resources Services Manager
Sarah Pillitiere, Manager, Center for Professional Development
"This is Newt Green writing to you, a participant in the 'Building Respect in the Workplace' workshop that you delivered to the P2 Institute on Tuesday. I wanted to thank you for doing a terrific job! You made the workshop both informative and enjoyable, and I’m sure that I’ll be making good use of the tools that you provided to us. I have always been fascinated by this topic. I do a lot of leadership training myself through the Boy Scouts of America; Remember the Titans was one of the movies that we use in our training workshops as well, to illustrate the dynamics of team development.
"I was talking to a colleague of mine, Grant Osman, about the fine job you did, and he told me that he was also a participant in one of your sessions, one that you conducted a long time ago for the RTMA. He also said that the RTMA had put you through your paces, but you hung in there to give them some good solid training! Thanks again, Laurie!"
Newton B. Green II, P.E., DEE, PMP, Technical Manager, New York State Pollution Prevention Institute, Rochester Institute of Technology
