"Michael's expertise was very much appreciated- real world current T&D experience demonstrating excellent best practices and practical approaches to implementing and evaluating effectiveness of T&D programs. Thank you!"
"Mr. McGinnis was awesome and so was his course. It is probably the best, most professionally current and most useful class I took in the entire HR certification program. He is a passionate teacher and it was obvious in his teaching style and in his delivery to the students."
"I learned so much from Michael, and am so pleased to know him. Michael is organized, efficient, extremely knowledgeable, and has an excellent knowledge of learning systems and programs to facilitate learning. "
"Michael is one of the most talented training and development leaders that I have worked with in 15 years. His innovations around people development which are aimed at knowledge transfer and keeping costs down are not equally matched anywhere."
"Michael is a very knowledgeable Training Manager who through the years has proven himself as the can-do go-to guy. His knowledge of the Toyota Production System style of manufacturing associated with World Class Training methods helped set our facility apart as a leader within the company as well as globally in both arenas."
"I feel that Mike's contributions were a growth enabling factor for Jabil. I have considerable respect for his skill, creativity and energy. I feel that Mike will be a leader in his area of competence no matter who he works for."
"I can truly say without hesitation that Michael is the most visionary leader in the area of Learning services that I've ever worked with or met."
"With his take-charge attitude, inclusive approach and strong grasp of industry concepts, Michael would be an asset to any organization."
"Mike is a seasoned learning and organization development professional and I’ve benefited from his knowledge and skills many times over the past decade"
"When reviewing his work on the largest management development initiative in the history of the company, I was extremely impressed with not only the metrics he captured, but how he used visual management to showcase them."
"Truly a global leader in providing learning solutions across all cultures and backgrounds."
Learning & Performance Consultant
Problem solving is used to identify the root cause(s), determining whether the issue is a training or leadership issue. This is followed by brainstorming options that will resolve the root cause. Methods to measure current and future state are identified to assess whether the solution is working. Once the agreed-to solution is defined, the focus is on forming and developing the implementation team. The initial work is on the design of the solution, launching the program while closely monitoring and tweaking as needed, and tracking our results. My favorite framework for the design, implementation and evaluation of the learning initiative is the ADDIE model. The ideal is identifying an individual in the talent management organization to work closely with in order to learn the methodologies being used for future initiatives.
"Related to training and talent management work, the goal is to first educate senior management, where needed, on the potential and value learning provides to an organization, its strategic fit. The Five Tenets for Effective Learning are reviewed and assessed. The emphasis is initially on the foundation of a learning organization, to ensure that employees are trained to perform their jobs to defined standards. A strong partnership with supervision and management is needed to ensure that they support the learning, to help ensure what is taught is being practiced. Without this partnership, there is little respect for training. Once this foundation is in place, the focus is on maintaining the foundation with an innovative and effective training management system, utilizing learning technologies where cost effective. The work then continues with understanding the business strategy and translating these into competency gaps, prioritizing this work with management to define the critical few. The design phase begins with understanding what elements will be needed to provide a lasting solution, training that sticks!
"The design, function, definition of roles & responsibilities of the learning organization are reviewed. Lean tools are used to define training as a core process along with the critical sub-processes (e.g. technical training, administration, onboarding, etc.). KPI’s are defined for each sub-process along with methods and frequency to collect valid data and chart. Key bodies of work that would follow include; 1) mapping out the process flow for each sub-process, 2) development of a training dashboard, and 3) incorporating key forms or steps as needed (e.g. competency matrix, training methods, etc.)."