I help people in companies solve people problems by providing Executive and Professional Coaching, Human Potential Products that pull the best out of people (see our YouTube Channel), Keynote speeches, and Leadership Consulting and Training. I teach supervisors how to assess the person’s talent mix (their skill levels and motivation) and what types of behaviors the supervisor needs to engage in to develop people through various performance stages.When performance regresses, we teach supervisors how to make Developmental Performance Interventions. First, if they want to communicate clearly, they need to do it early (see my Clearly = Early Blog). And they need to make the intervention developmental. Every difficult conversation with employees should be about what strengths the employee can use to correct the situation. The supervisor converses with the employee about development and success, not punishment and reprimand.Ninety percent of the supervisor’s conversations should be about correcting situations through development. If it ever gets to a time when a supervisor has to offer reprimand, it is a much easier conversation to have when it is tagged to a series of developmental talks.By teaching managers about the power of the brain, the importance of regulating human emotions, and strategies for applying practical methods to keep people engaged long-term, leadership becomes enjoyable and productive. The more your leaders know how to positively impact the human potential in the organization, the more your strategies will increase your bottom-line.Nothing, nothing can get better in an organization without the people becoming better. The best ROI is to work with leaders to teach them how to work with people.Leadership isn’t just down the organizational chart. True leadership influences people below, beside, and above the leader – both inside and outside of the organization, in the company, at home, and in the community.

Glacier Human Services, Inc. provides Performance Improvement, Professional Development and Personal Coaching to Executives, Managers, Supervisors and Leaders in organizations. Glacier HR works with managers and supervisors to increase their ability to work with the human potential in the organization in order to increase employee engagement, and therefore profitability and productivity.GHS provides a number of performance improvement programs to organizations through comprehensive coaching, training and focusing on key performance indicators. Typically, the coaching is a part of a larger program in an organization, but GHS also provides coaching services to individuals who want to expand their career and personal skills through self-awareness and development.Glacier HR programs focus on getting organizations to invest in coaching and training first-line supervisors to understand and communicate performance information to increase profits and productivity. One company we worked with increased productivity over 50% in a 6 month period!We also help companies with HR Services, from handbooks to training to terminations. We represent a company that provides an HR and Payroll system that is state of the art, affordable and a systems that you can grow into.Email us through Linkedin, whether you are a small or large company, we can help. As a small or large employer, you may be surprised at how cost effective our services can be and further, you may be surprised at the direct positive impact we can demonstrate on profits.

Executive and Professional Coach Keynote Speaker Leadership Training Teambuilding Human Potential ProductsI help people in companies solve people problems by providingexecutive and professional coaching, human potential products that pull the best out of people, keynote speeches, and consulting and training that impacts the bottom line. I teach supervisors how to assess the person’s talent mix (their skill and motivation levels) and what types of behaviors the supervisor needs to engage in to develop people through various performance stages.When performance regresses, we use a model that teaches supervisors how to make Developmental Performance Interventions. First, if they want to communicate clearly, they need to do it early (see my Clearly = Early Blog). And they need to make the intervention developmental. Every difficult conversation with an employee should be about what strengths the employee can use to correct the situation. The supervisor converses with the employee about development and success, not punishment and reprimand.Ninety percent of the supervisor’s conversations should be about correcting situations through development. If it ever gets to a time when a supervisor has to offer a reprimand, it is a much easier conversation to have when it is tagged to a series of development talks.Teaching about the power of the brain, the importance of regulating human emotions, andstrategies for applying practical methods to keep people engaged long-term, the more your leaders will impact your bottom-line.Nothing, nothing can get better in an organization without the people becoming better – because every supervisor affects 3 – 10 people. The best ROI is to work with leaders to teach them how to work with people.Leadership isn’t just down the organizational chart. True leadership influences people below, beside, and above the leader – both inside and outside of the organization, in the company, at home, and in the community.

I help people in companies solve people problems.I offer executive and professional coaching, human potential products that pull the best out of people, keynote speeches, and leadership consulting and training that impacts the bottom line. SummaryMy Empowered Leadership model teaches supervisors how to assess the person’s talent mix (their skill sets and motivation) and what types of behaviors the supervisor needs to engage in to develop people through various performance stages.When performance regresses, I teach supervisors how to make Developmental Performance Interventions. First, if they want to communicate clearly, they need to do it early (see my Clearly = Early Blog). And they need to make the intervention developmental. Every difficult conversation with an employee should be about what strengths the employee can use to correct the situation. The supervisor converses with the employee about development and success, not punishment and reprimand.Ninety percent of the supervisor’s conversations should be about correcting situations through development. If it ever gets to a time when a supervisor has to offer reprimand, it is a much easier conversation to have when it is tagged to a series of development talks.Nothing, nothing can get better in an organization without the people becoming better – because every supervisor affects 3 – 10 people. The best ROI is to work with leaders to teach them how to work with people.

International Work in Canada—Organizational Development and HR ConsultantFrom 2014 - 2016, Glacier HR worked with Eacom, a Canadian Timber Company with sawmills in Ontario and Quebec, to develop best practices in HR, Organizational Development, Leadership Training, and Performance Improvement processes. We are focused on expanding projects in the U.S. to help companies with the same topics.

∙2,400 employees in 22 states | Annual revenue of $1.1 billion∙Coached supervisors and managers to be better leaders.∙Recruited and participated in the hiring of management (all levels). ∙Managed and investigated employee complaints, negotiated and resolved employment lawsuits (workers compensation, wrongful discharge, discrimination).∙Participated in resolution of employee grievances and litigation, workers’ compensation and personnel law mediations, investigations.∙Benefit Management (Medical, 401K, Pension Plans, Etc.) Safety, Employee Relations, Affirmative Action, Employee Assistance, Worker’s Compensation, Training And Organizational Development For Entire Company.