Coach Approach Solutions was founded on the belief that coaching should be for everyone. There is an opportunity to improve at any level, whether you're a new manager, a mid-level leader, or an experienced executive. If you want to be a better leader, a coaching plan that is tailored to you will improve your leadership effectiveness and create high performance teams.

Led the Implementation Team, ensuring they are consistently aligned with functional principles, practices, client needs and messaging; acts as the lead architect for the team’s job responsibilities and sets the quality standards for effective execution of team roles and responsibilities. Coach leaders and associates to help achieve professional development goals including career advancement, manager/leader skills, communication skills, values identification and alignment, career diversions, strategizing for important conversations, managing your boss, managing conflict and many more topics.Certified Fidelity Leadership Principles 360 Debrief Facilitator which provides coaching and engagement with our senior leaders to process feedback and create a development planConduct team workshops devoted to applying MBTI assessment results to communicating, making decisions, managing change, and conflict. Program includes dedicated coaching time to discuss self assessment results and learning to appreciate teammates varying type and preferences.Provide strategic leadership and oversight of the function supporting all IT Associate learning and development; manages the planning and implementation activities across global and domestic sites through direct staff management and matrix relationships with Site Managers, and the IT Associate Development team.Key Accomplishments:Team building, coaching, process improvement

FPS provides mortgage and auto lender placed protection solutions, voluntary insurance products, loss mitigation services and customized property tax solutions.As the Learning and Development leader, develop training implementation strategy by partnering with key stakeholders across multiple lines of business to analyze business requirements, determine training priorities and establish metrics to measure success.Led the Learning and Development work stream to integrate both legacy learning organizations into one cohesive team focused on developing and delivering high quality, relevant training programs to improve performance and educate new hires. Learning team grew over 100% post integration.Created the needs analysis process and educated business leaders on identifying gaps, addressing performance issues, and make recommendations to improve performance.Created the training evaluation process by assessing results and comparing with desired performance, analyzing gaps and trends, and collaborating with quality assurance to maximize training effectiveness and establish target objectives.Created an internal education program to expand the knowledge and ability of existing Learning Partners to effectively design training programs following the ADDIE model of instructional design.Created and delivered front line supervisor training across both legacy organizations to foster a partnered approach to employee development and increase the manager level skill set to properly coach employees and deliver feedback. Communicate team progress by gathering and regularly reporting on performance, strategy, and training timeline and results to inform key stakeholders about status and success of department operations.Ensure regulatory compliance requirements are met by utilizing learning management system data to report to clients and senior leadership.