Nanette Miner, Ed.D.

The Training Doctor, LLC

The Training Doctor is the leading advisor to small and medium-sized businesses in the (much-needed) area of succession planning and the professional development necessary to have ready and capable future leaders. 

𝗔𝗯𝗼𝘂𝘁 𝗧𝗵𝗲 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗗𝗼𝗰𝘁𝗼𝗿: 
We help companies through “tiered” services that build upon one another. Every engagement is tailored to the client and their specific industry.

𝗜𝗴𝗻𝗶𝘁𝗲 is a two-day workshop that includes all senior leaders and dives into an organization’s leadership pipeline - determining the readiness level of future leaders and what professional development will be needed to prepare them to lead.

𝗟𝗶𝗳𝘁 is our unique process of defining career and learning paths for the entire organization - which makes attracting and retaining talent much easier and ensures future leaders are prepared with both leadership skills and organizational/functional knowledge.

𝗦𝗼𝗮𝗿 focuses on developing leadership capabilities in a͟l͟l͟ employees through the use of cross-functional peer learning groups that are custom-designed to achieve YOUR goals.

🔹	We've been helping organizations to develop their leaders for over 30 years
🔹	We're committed to developing the next generation of business leaders - YOUR leaders
🔹   If you are the CEO / Owner / COO or CHRO of a 100 - 700 person organization, let's take 15-minutes to talk about the future you envision for your company and who will get you there. 


= = = = = = = 
Learn more at www.succession-planning-pro.com 

Still reading? Cool. If you sign up for the 90-minute exploratory call on the home page - use FREECALL as your promo code.

Managing Consultant / Succession Strategist

Vistage Worldwide, Inc.

I speak on the topic of Succession Planning for small and mid-sized businesses. We discuss:

⭐ What defines a leader in YOUR organization? (So you know how to train internal leaders or - more importantly - what to look for when you are looking to hire leaders from outside your organization.)

⭐ How to develop a succession plan that include breadth (people who know more than just their job / speciality) and depth (creating a pipeline of future leaders, not just tomorrow's "replacement" leaders). 

⭐ How to start (and sustain) leadership development that is easy, effective, and economical. It doesn't take $$ so much as commitment to the process.

Vistage Speaker / Vistage Ambassador

Association for Talent Development (ATD)

Eight times a year, I taught a course in Adult Learning Theory, live and online, using WebEx Training Center.   I designed and developed the course for ATD. I also designed many of ATD's popular online certificate programs - such as Human Performance Improvement - for other facilitators to deliver.

Facilitator

Get our Succession Planning 12-month Planner here! http://tinyurl.com/successioncalendar

My work - really, it's a mission - is to help business owners to leave a positive legacy, retire confidently, and enjoy a well-earned, relaxing, and wealthy life.

How do I do it? 

By helping them design a succession plan that ensures the company continues on, successfully, once they exit. 

𝗧𝗼 𝗯𝘂𝗶𝗹𝗱 𝗼𝗿 𝘁𝗼 𝗯𝘂𝘆? 
It is 100% more effective to bring your future leaders up from within the organization BUT it is a process - a process that includes 
- Identifying the vision and goals for your company's future
- Knowing what values define a leader in your organization 
- Creating career paths so that people see a future with your company 
- Establishing coaching and mentoring processes 
- Using assessments to identify aptitude and potential
- Providing professional development that encompasses MORE than just skills training (ask me about our peer learning groups)
- Preparing everyone in the organization for leadership roles 
- Integrating performance reviews with business objectives and individual's professional development
and more!

You see why we need to get started ASAP, no? 

Give me a call (contact info below) if you'd like to learn more about our proprietary succession planning process. Because of the importance of the work, I work with a very limited number of clients per year. 

〰️🔹〰️🔹〰️🔹
In addition to my advisory work in succession planning, I also support small businesses by
⭐ Having authored 8 business books
⭐ Writing regularly for industry publications (see https://www.clippings.me/drminer)
⭐ Speaking regularly at industry events and conferences
⭐ Volunteering as a SCORE mentor 
⭐ Speaking monthly to various Vistage chapters around the US on the topic of "Succession Planning and the Role of Professional Development." 

〰️🔹〰️🔹〰️🔹

✉   nanette@trainingdr.com
☎  +1 843.647.6304
🌎  www.succession-planning-pro.com
☎️  book a date/time here https://bookme.name/DrMiner

Vistage Speaker

Kusum Group of Companies

Devising leadership plans and implementing strategies that complement organizational objectives with human capital resources.
Ensuring the smooth flow of the HR automation system that increases efficiency in talent acquisition and performance management and employee experience. 
Designing and executing employee recognition programs that inspire the workforce for high performance and increase retention. 
Making sure every HR policy adheres to local and international regulations. 
Planning and executing learning and development initiatives that enhance employee growth and performance. 
Maintaining a brand aligned and people centric culture and strategising initiatives that drives engagements between the employees globally.

Director

As a member of Management Committee and Chief people officer in organization, my role to provide strategic direction to all Human capital system and process in a way that it facilitates in continuous improvement of business process, productivity and efficiencies.  
In addition to it as a member of management committee,  It is collective endeavor to understand business challenges of leaders and resolving it in most amicable, positive  & efficient way by understanding human psychology and business complexities .
To prepare a human capital  ready to take ongoing and anticipated business challenges including planned one in effective and efficient way. 
To set up the  Global HR system and process ( Philippines, ASEAN, East Africa &FWA) in line of big 4 HR audit compliances as well developing a culture of inclusiveness with diversity.

VP Global and Corporate HR

- Developed successfully the HR system, process and compliances in way that it is in alignment the big-4 requirement and cleared audit year on year.
- Conceptualized, designed, developed  and implemented the robust PMS system by continuous improvement in variable performance bonus process and quarterly and annual PMS system.
- Breakthrough intervention  in L&D initiatives by mapping functional and behavioral needs to across level.
- During devastating covid  times, Employee mental wellness and welfare created a robust communication channel including fortnightly psychological counselling (in house & externa), medical counselling, medicines and financial assistance even beyond policies.
- Balanced between people and performance  HR system and process enabled to low attrition rate ( far below industry average ) and engaged and motivated workforce that contributed relentlessly  even during covid on & off line.
-Matured the talent acquisition and development process by introducing psychometric tools such as Thomas PPA & FIRO-B.

Executive Vice President- Corporate & Plant- HR

In leadership role, my endeavor is to facilitate in creating and sustaining cutting  competitive edge  aligning HR process , interventions, development and compensation  strategy , right culture fit  senior leadership talent acquisitions and EVP through human capital. and Developing future leadership pipeline to take up the higher level of responsibility in fast and exponential growth of organisation.

Associate Vice President- Corporate HR

Heading HR function for Domestic and Global function for sales, Marketing and operations. Leading HR function for Plant operations in India as well in Sumy, Ukraine. Spearheading HR function at corporate level for Policy formulation, Integration and culture fit , compensation structuring, establishing linkage for cultural diversity, Organisation restructuring, Designing and implementation of learning and development modules  for employees from diverse culture.

General Manager- corporate HR

Cadila Pharmaceuticals

Heading the HR function of plant that has unique set up of R&D and Production. Effectively managing HR function of approx 800 plus highly skilled, dynamic and diverse workforce.Spearheading HR function as "Right Fit" talent acquisition, Talent management through employee engagement, coaching and effective and conducive L&D environment, career counseling and OD interventions.To facilitate in achieving the production targets as per productivity norms, ensuring ROI, controlling HR budget .
Maintaining  Harmonious ER functions at plant.

DGM -HR

Intas Biopharmaceuticals Ltd

Adept at recruitment, Compensation, Performance Management System, Career Planning, Training & Development, Industrial Relations, Employee Relations & General Administration. 
self managed, professionally committed, enthusiastic, resourceful and responsible professional .
A keen planner, strategist & implementer with demonstrated success of leading change management. Abilities in resolving IR issues. Effective communicator & leader with proficiency in managing people.
Achievements:-
Spearheaded formulation and implementation of HR  policies for corporate office, Plants and sales Force.

Conceptualized, devised and implemented the competency model for R&D & Production department that led to competency based recruitment and identification of the learning needs of the employees.
 Achieved certificate of excellence and trophy from the Chief Executive Marketing in annual meet).
 Psychometric testing & Measurement Techniques” and qualified to use, administer and interpret the Tests/scales such as MBTI at Work, 16 PF & EQIT.

AGM -  Corporate HR

	Compensation survey and benchmarking the compensation with market/industry.( Mercer 2010)
	Succesful Implementation of SAP Pay Roll India  within record time of 4 months with IBM.
	Initiated the ESOP administration in the organization. 
	Dexterously handled and resolved IR Issues of field personnel, plant employees and contract workers including the PF related court cases. 
	Awarded the certificate of excellence “ Walk The Talk Value Award” by Managing Director.

Sr. Manager- HR & Admin

Indian Air Force (IAF)

Key Roles & Responsibilities-

	Spearheaded a team of 150 technically qualified men in strategic planning, analysis and interpretation of   strategic nature and disseminating it both vertically and horizontally at all operational / functional levels.
	Coordinated with all department heads on a regular basis for the implementation of policies. 
	Training Need analysis and design to delivery of training Calendar for multifacet development of personnel.
	Need Based Interface with government functionaries.
	Oversaw 1000 men for administration, training and improving work force professionally for maximizing output. 
	Effectively managed Human Resource Management & Human Resource Development activities like team building & morale building.
	Supervised promotion, welfare, motivation, discipline and security of the unit. 
	Designed and implemented guidelines for employee development, career growth and succession plans. 
	Successfully evolved a promotion policy and laid down standard operating procedures.
	Essayed a stellar role in developing a service orientation among Personnel & Administration teams, developed administrative policy for improving work environment. 

KEY CONTRIBUTIONS

	Oversaw activities related to training and achievement of training targets.

Indian Airforce

With more than three decades of experience working in diverse sectors, I've been privileged to make a lasting impact through strategic initiatives in HR and leading high-performance teams that level up employee engagement and succeed in achieving organizational growth.

My career began in the India Air Force, where I supervised a team of 150+ technically qualified men in strategic planning and operations. After spending more than 15 years in the Air Force, I realized my true calling lay in working with people. My passion for people and love for HR drove me to enter the corporate world. I held senior HR leadership roles in renowned organizations like Intas Biopharmaceuticals, Cadila Pharmaceuticals, and Kusum Group, forethought and executing their talent and performance management strategies. 

Throughout my career, I've been at the forefront of planning future leadership processes and ensuring a high-performing yet inclusive culture in the business environment. I prioritize ensuring growth through diversity, equity, and inclusion (DEI) initiatives, which recognize, assure and value people's perspectives. Whether it's about creating HR policies that stick and benefit employees or strategized leadership development, I incessantly implement a global HR system that complements organizational growth with employees well being.  

After so many years in the industry, what excites me every day is balancing human capital with business goals that bring smiles to my people's faces. At the end of the day, I believe in making a real difference - both with the organization I work at and the people I work with.

taplio

The Battle

Nanette Miner, Ed.D.

Anil Tyagi

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