Tresha G. Email & Phone Number

United States

Scottsdale, Arizona, United States

Scottsdale, Arizona, United States

Scottsdale, Arizona, United States

Scottsdale, Arizona, United States

Scottsdale, Arizona, United States

Tacoma, Washington

Develop and implement comprehensive training programs including initial training, reinforcing training and training on updates as well as leadership, sales, and technology training programs Determine training needs through observation, analysis and senior management consultation to develop a comprehensive and consistent training program that aligns with the organizational strategyLead the project management of training initiatives with key partners including planning, analysis, development, implementation, delivery and sustainmentResponsible for daily workflow of 5 Training Specialists and 1 Training Coordinator; provided ongoing coaching and mentoring People management responsibilities include working with employees on career development, setting educational goals, create performance improvement plans, and conduct quarterly and yearly performance development reviewsKnowledgeable in the principles and practices of adult learning, training design, people management, change management, and process improvementDevelop and execute the annual training plan to meet the needs of the organization through training needs analysis, evaluation, training records management and budget management (for indirect training spend)Prepare and submit for approval annual expense and projected future expenses to support the plans of the department. Managed 2019 training budget $27,000 under planned budgetCoordinate, develop/select content, and facilitate yearly VP/Manager offsite Training Summit for 60 managersCollaborate with internal stakeholders to ensure training curriculum meets organizational strategy and compliance guidelinesManage LMS; track and report compliance training activities to ensure organization compliance and provide support for internal/external audit requests

Seattle, Wa

As the Director of Training, I was responsible for scheduling and coordinating logistics for new hire, sales, and development training for all Financial Representatives. As the Development/Technology Coach, I provided consultative support and individualized training to Financial Representatives focused on the CRM software, CRM mobile app, and other technologies used for financial planning. Within one year of the new CRM software launching, I increased the overall adoption for the Seattle office from 57.70% to 91.30%. In addition, I improved the overall ranking from 8th place in the organization to 3rd, and improved the ranking for the Western Region from 4th to 2nd place for CRM adoption.

Federal Way, Wa

Responsible for managing the credentialing process and provider enrollment for Physicians, Nurse Practitioners, Physicians Assistants and other designated clinicians with credentialing/licensing-related activities. Act as a liaison between the healthcare provider and medical staff administrators to verify legal compliance and to maintain accurate records of all staff. Also responsible for answering questions from staff, providers, and customers about the credentialing process and what credentials staff members possess.

Phoenix, Arizona

Responsible for managing 20-30 Inbound Web Support employees who service customers via phone and chat to answer web related inquiries. People management responsibilities included conducting ongoing employee performance reviews, pro-active coaching and training, and creating a positive work environment while driving performance. Served as point of escalation for internal and external customers to resolve highly complex problems and discrepancies. Participated in recruitment and training process of new Web Support specialists.

Phoenix, Arizona

Responsible for guiding and managing new hire employees during a 1-month transitional phase between graduating new hire training and moving to their primary team. During this transitional period, my responsibilities included conducting 1:1 coaching, team calibration sessions, and live call monitoring. In addition, on the job training continued in the form of classroom training and team huddles to prepare employee for the realistic fast paced call center experience. In addition to managing the new hire team, I also managed two team coaches that assisted with these duties. As one of the two managers selected to pilot this position in a newly created department, I assisted with the creation of the learning program agenda, training content, new policies and procedures, and huddle content.

Phoenix, Arizona Area

• Plan, organize, develop, and facilitate new hire training program to 20-30 new employees in a fast paced sales environment.• Facilitate onboarding programs for new hires and conducted new hire orientation.• Manage group dynamics and different adult learning styles through the use of “learner focused” tools and a variety of learning methods.• Partner with Team Leaders in other business units to identify training needs and create customize training solutions. • Provide support to sales managers by reporting coaching and skill gaps through creating, maintaining, and collecting coaching documentation. • Support development and deployment of compliance training enterprise-wide.• Develop knowledge post-tests, training evaluation and assessments for subject retention and ROI analysis.• Analyze and evaluate Company policy and training gaps on an on-going basis to keep current and effective.• Train peer instructors and supervisors via train-the-trainer sessions in areas such as new employees’ orientation, role specific training, and adaptations to changes in policies and procedures and other courses as needed.• Revise existing training materials and programs based on audit results, questionnaires, changing procedures and feedback from internal/ external customers, subject matter experts, program sponsors and trainers.• Create sales training materials and presentation for sales teams as well as conducted train the trainer sessions to call center in Ohio and Utah.• Provide ongoing support with Recruiting to bridge gaps in training and promote hiring the best fit candidates for the job.• Create ongoing training activities, reviews, and modules to improve job knowledge and sales performance.