Angela Barnes Email and Phone Number

Learning & Development Professional

I am responsible for the creation, continued development, and subsequent administration of the Global training process and system for Smith Medical employees around the world. This includes the development of a global process for:+ Assessing training and development needs for the organization that will help individuals, groups, and departments develop skills and knowledge to perform their jobs successfully. + Designing and developing essential training and learning curricula.+ Enabling a team of qualified facilitators and trainers to deliver high-impact training and learning that leads to superior competence.+ Implementing training in a systematic way around the world that employees need to make our life-saving products and verifying its effectiveness.+ Ensuring appropriate and necessary records of training are maintained and available to demonstrate employee competence on the job+ Supplying adequate resources for the training process to be effectively administered. I am also responsible for the continually monitoring the overall health of the training program and process for its ongoing suitability, effectiveness, and ability to meet the needs of the organization making appropriate changes as part of a cycle of continuous process improvement.

This role sits in the corporate organization of Smiths Group supporting learning and leadership development across the five divisions of the company along with the other shared services supporting the business. I have the opportunity to support leadership and individual contributors across the globe spanning 60+ countries and 20+ languages with the work that I do. This support comes in the form of personalized tools for those seeking to personal growth and development to leadership development initiatives to drive excellence in management. To be more specific, a few of my responsibilities include: Designing and developing a front-line leadership development program via a flipped classroom model.  Designing a new high-potential program to develop top mid-level talent for future promotions within the business. Creating, offering, and maintaining an engaging SharePoint site to both advertise the offerings and provide suggestions and resources supporting continuous learning opportunities internally and externally. Designing, developing, and delivering a 5-day sales leadership development program to over 350 leaders in all regions through collaboration with HR and sales leaders across the world and in the five business divisions. Delivering a foundational account management program to drive sales effectiveness in partnership with a world-class vendor. Building a curriculum of learning that would follow the sales professionals’ journey by defining and mapping capabilities of sales force from call center to senior leadership roles.  Initiating an innovative and updated employee engagement survey for our 24,000+ employees in 60+ countries by identifying vendors and managing the RFP process from start to finish.

This role gave me the opportunity to own several aspects of talent development programs and processes including leadership development, mentoring, performance management, coaching, personal growth and development, and other learning- and talent-related initiatives. The role supported the 8,000+ employees of this Smiths' division working across the globe in 35+ countries. My primary responsibilities included: program development, management, and coordination; communication in support of talent development initiatives; facilitation and training; coaching; data management; and travelling the globe to reach all audiences to achieve these. Some of my key achievements included: Creating a 5-day, new-hire program (Essentials) for 300+ employees in the emerging markets--China, India, and Brazil. Converting the new-hire program to a 1-day initiative and coordinating the delivery to the remaining 7,500+ employees through a global, cross-functional team of 50+ internal facilitators within 12 months. Designing a 5-month/3-phase learning opportunity for front-line leaders and personally delivering the program to 200+ managers across multiple Smiths' divisions with continued roll-out throughout the organization to an addition 200 managers via an internal delivery team. Training and certifying 40+ facilitators for the leadership program and other learning initiatives who helped deliver to the remaining population within two years.  Coaching high-potential employees through an 18-month engagement following a corporate high-potential program. Working with Smiths Group to implement a new performance management system in alignment with strong performance management practices including creating and launching six learning videos to support greater adoption of the conversation. Designing a Performance Management program for Smiths Group audience with a 2.5 day manager program and a 1-day employee program to be delivered to 2400+ employees.

This role provided me extensive experience in instructional design and consulting with global partners. I analyzed the needs of the organization based on comprehensive assessment data and design conversations with their internal learning and leadership development professional to create the learning solution that served the needs of their managers. I leveraged the decades of expertise that PDI brought along with my exposure to almost every leadership development solution created building my knowledge of the capabilities and behaviors of great leaders. A few of my accomplishments include: Created hundreds of training solutions serving the firm’s local, national, and global client organizations to help managers more effectively tackle problems related to Performance Management, Talent Development, Coaching, Change, Strategy and Execution, Collaboration, Conflict Resolution, Influence, among others. Led design conferences with clients and colleagues to analyze and determine needs and provide solutions with broad impact for each client’s organization. Implemented proven methodologies for needs assessment, curriculum design, and course development and incorporated feedback to improve processes and material. Maintained and leveraged cross-functional relationships to ensure the best solution to meet the defined needs. Worked with subject matter experts to design a publically-offered course through the University of Minnesota—Twin Cities, which has been delivered as a custom offering for over ten clients as well. Managed as many as 24 leadership development projects at one time through the various stages of delivery. Attended pilot sessions with client participants and solicited feedback for program improvement.