Consulting
Understand the problem before choosing the solution
I help you understand what is holding your people back, whether skill gaps, mindsets, or workplace culture, before choosing a solution. I draw on educational psychology, behavior change, and organizational learning.
Assessment and collaboration
Deep assessment first
We always start with a thorough assessment to understand your needs before recommending anything.
Data-driven recommendations
Recommendations come from evidence gathered from your people, programs, and results.
Hand in hand
We build the solution to your talent and performance issues together. I don't just leave you with a list of things to do.
Research methods and frameworks
The work draws on established research methods and frameworks.
The psychology behind the problem
I look at the human side of organizational problems: motivation, beliefs, habits, and culture.
When this may be useful
- A performance challenge without a clear explanation
- Learning programs that aren't connected to the work
- Leadership development, onboarding, or team learning that needs direction
- Learning and development priorities that need to align with business goals
What we can work on
- Hear from your people about needs, strengths, and limits
- Identify performance gaps and their causes
- Review programs, expectations, and support
- Build a plan together, including how to check progress
What the work can include
- A clear assessment of needs and contributing factors
- Priorities for learning and performance improvement
- A learning and development strategy, or recommendations for targeted support
- A shared plan for next steps and how to measure progress
Assessment before recommendations
We listen to the people doing the work and review your programs, expectations, and support. With your executives, I also shape talent development strategy, from onboarding and learning journeys to job design and competency mapping.
- 01
Understand the situation + set goals
- 02
Find the problem + causes
- 03
Build + test a plan
- 04
Check results + improve
Practice and how we check progress
From ideas to practice
Where possible, we test a recommendation with a small group before expanding it.
How we check progress
Not sure your learning programs make a difference? A systematic evaluation shows whether they change knowledge, skills, and behavior on the job, and what to improve.
We agree on scope, timeline, and responsibilities before starting.
Experience behind the work
At Wayfair, I led learning and development for technical roles, bringing together performance consulting, program design, and training facilitation. My work also includes helping clients build leadership development programs.
Meet Patrick“I hired Pat to help me build a leadership development program for my company. He truly knows the craft of building learning programs AND he's got a great set of complementary skills.”
Jim Young
Leadership development client
“He managed me as a client beautifully, clear tasks, valuable agendas, and steady momentum. I highly recommend Pat.”
Emily Levada
Chief Product Officer, Embark Vet
A sample activity: looking back at a project
The After-Action Review starts with the original objectives, then asks what happened, what helped, what was difficult, and what can be learned. It is one starting point for a closer conversation about the work.
An example from my resources, not a client case study.
See the worksheetServices that work together
You may need one service or a combination. We agree on what fits before starting.