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

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

I have vast experience as a consultant, advisor, founder, and operator of many types of companies in a variety of industries. And because of my background, I am passionate about "small business." 

I work to help SMBs continue their legacy and increase their value by helping them design a succession plan for the top leadership roles in their organization. 

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 important nature 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 "Getting Ready for Succession Planning"
〰️🔹〰️🔹〰️🔹


✉   nanette@trainingdr.com
☎  +1 843.647.6304
🌎 www.succession-planning-pro.com

𝗦𝗡𝗘𝗔𝗞 𝗣𝗘𝗔𝗞 
 We're in testing right now... but in the next couple of weeks we'll be releasing the HR Primer for Succession Planning.  
 
We get calls weekly from HR folks asking for help with their succession planning.  
 
Memorably, one individual I spoke to last spring asked, "𝘞𝘩𝘦𝘳𝘦 𝘪𝘴 𝘵𝘩𝘦 𝘱𝘭𝘢𝘺𝘣𝘰𝘰𝘬 𝘧𝘰𝘳 𝘵𝘩𝘪𝘴?"  
 
My response: 𝘛𝘩𝘦𝘳𝘦 𝘪𝘴𝘯'𝘵 𝘰𝘯𝘦!  
 
And then my NEXT thought was... oh hey! I should write one!  
 
𝙎𝙤 𝙄 𝙙𝙞𝙙! 
 
This isn't a book though. 
 
It's a video series of 4 lessons to assist the HR pro in being knowledgeable enough and conversant enough to hold their own with senior leadership who are asking them to do succession planning in their organization.  
 
If you'd like to be the first to know when it is released, say 𝗠𝗘 in comments and we'll contact you on release day!  
 
#successionplanning #succession #futureproofing #trainingdr

Nanette Miner, Ed.D.

Succession advisor. Leadership development strategizer. Author. Vistage speaker. SCORE Mentor.

It is my belief that leadership development should be provided to ALL and those who like it and enjoy it will rise to leadership positions - meanwhile, you have increased the skills of the whole organization  
(a rising tide lifts all ⛵). 
 
#leadership #leadershipdevelopment #futureproofing #trainingdr

Here's an idea.  
 
What do you think?  
 
#leadership #leadershipdevelopment #leadershipcapability #futureproofing #trainingdr

These are things we don't evaluate when hiring people and we rarely develop in people unless we notice a problem.  
 
We would have much more highly functioning organizations if we taught these skills proactively! 
 
#leadership #leadershipskills #futureproofing #trainingdr

What are some best practices for leadership?

Why is futureproofing important for organizations?

How can training drive success in organizations?

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The “problem” with sending people out to leadership development programs is two-fold:  
 
1️⃣ What they learn is generic (because the offering is “open to the public”) therefore they still have to make the transfer to apply what they’ve earned to your organization. Most people have a hard time making that transfer. Also, because what they learn is not YOUR COMPANY’s way, they are introduced to concepts and processes that may more may not align with yours.  
 
2️⃣ There is a high risk of being poached. Other organizations will seek out your leaders because you’ve put the money into giving them “elite” skills. This only happens at the leadership level – after you’ve invested years and thousands of dollars in leadership development, your top people take their “generic leadership skills” somewhere else.  
 
Years ago SYF was a client of mine and nearly everyone I worked with there was a former AMEX leader. Why? Because AMEX’s process was to send everyone of a certain level out to a Duke leadership development program. So SYF knew what they were getting!  
 
#leadership #leadershipskills #leadershipdevelopment #futureproofing #trainingdr

How can organizations prevent their leaders from being poached?

What are the drawbacks of generic leadership development programs?

What are the risks of sending leaders to generic leadership development programs?

Join me on Tuesday April 23 for this FR🌟EE webinar!  
 
𝙄'𝙢 𝙜𝙤𝙞𝙣𝙜 𝙩𝙤 𝙗𝙚... 
 
⭐ Covering some important facts about GenX, Millennials, and GenZ, and what their views are on becoming a leader.  
 
⭐ Explaining the difference between breadth and depth in your leadership development process (and why both are important!) 
 
⭐ Showing you the 4 NON-NEGOTIABLE competency areas you need to be developing in your future leaders  
 
and more!  
 
Go here to sign up:  
https://lnkd.in/eYWmHW7m 
 
#leadership #leadershipdevelopment #training #L+D #futureproofing #TrainingMagNetwork #trainingdr

What are the 4 non-negotiable competency areas for future leaders?

How can I balance breadth and depth in leadership development?

What are some tips for leading GenX professionals?

I gave a webinar the other day and asked the audience "how many people are you nurturing to replace you?" 
 
Some folks replied (via chat) 1 or 2, others said "all of them!" and one person wrote 1,400.  
 
I LOVE those organizations that are preparing everyone because   
 
a) you can't control someone else's decisions or preferences, so even if they are the best candidate, they may not want to be a leader 
 
b) you can't put all your eggs in one basket; what if that person gets an amazing job offer or their spouse does? or something causes them to reassess their priorities (like a pandemic?)  
 
c) you can't go wrong preparing EVERYONE to be a future leader! Worst case scenario everyone is a better communicator, problem solver, decision maker, collaborator... and one or two are "leaders."  
 
What's your philosophy on leadership development?  
 
#leadership #leadershipdevelopment #futureproofing #trainingdr

Yes, the construction industry is short over 𝗵𝗮𝗹𝗳 𝗮 𝗺𝗶𝗹𝗹𝗶𝗼𝗻 𝗽𝗲𝗼𝗽𝗹𝗲 right now, but 𝙒𝙃𝘼𝙏 𝙄𝙁.... 
 
This (picture) is how your next office building or bridge was constructed?  We have to look ahead to adopt new methods and technologies.  
 
We stopped plowing fields with horses at one point... we can also stop building with hammers and welders...  
 
With advancements in technology, there's a growing trend towards automation and robotics in construction. This could involve the use of drones for site surveys, autonomous vehicles for material transport, and robotic systems for repetitive tasks like bricklaying or framing (I'm pretty sure all the brick layers would be thankful, even though they'd be out of a job!). Remember, these machines can work 24/7 - think of how much faster developments could become realities.   
 
A N D...  
 
3D printing technology has the potential to revolutionize construction by allowing for the rapid, on-site printing of building components and even entire structures. This method could significantly reduce construction time and costs while enabling more complex and customized designs. The technology is only becoming more advanced and more affordable!  
 
What do YOU think the future of construction will include?  
 
#AEC #construction #futureproofing #trainingdr

𝙄'𝙢 𝙨𝙤 𝙥𝙧𝙤𝙪𝙙! 😍 
Look at what one of my clients has on their Careers page.  
 
𝗬𝗘𝗦!!! 
 
They tell (potential) new employees "We have a career planned for you here. We're not just giving you a 𝗝𝗢𝗕."  
 
Does your company have defined career paths?  If not - we can help!  
 
Career paths are aligned with successful succession plans.  
 
𝗪𝗛𝗬?  
 
Because if you can't keep people in your company for 10+ years - you don't have a pipeline of future leaders!   
 
And you won't be able to keep them if they don't see a future with your company.  
 
(was I just shouting? sorry)  
 
It's a simple philosophy ... a simple process ...and yet, rarely done.  
 
Stand out from the crowd.  
 
Create career paths THIS YEAR.  
 
If you need help, give me a call!  
 
-------------------- 
⭐ I’m Nanette Miner, CEO and Founder of The Training Doctor.  
      I ... 
🫶 Help SMBs to continue their legacy through succession planning 
🫶 Craft customized leadership development pipelines – not classes - to develop well-rounded future leaders 
 
Like this post? Want to see more?  
🔔 Ring the bell on my Profile

You get the BEST PART! 
 
I am a Vistage Worldwide, Inc.  speaker and at the end of my 2.5 hour presentation on the topic of Succession Planning - I wrap up with these actionable takeaways.   
 
For you, my friends, I'll just cut to the end...  
 
1️⃣  If you are a business owner, you know all about risk. And losing key people / roles is a HUGE risk.  Don't keep your head in the sand. Have one-on-one conversations with your current senior leaders and see if they are preparing successors.  If not - that needs to be a priority starting RIGHT NOW.  
 
2️⃣ The first step in a succession plan is keeping people long enough to prepare them for leadership roles.  And career paths are key to that first step by enticing people to come to you company and STAY with your company. Then you can build future leaders.  
 
3️⃣ BEFORE you start developing leaders - lock down what behaviors / characteristics you 𝘴𝘩𝘰𝘶𝘭𝘥 be developing.  We have a  
 'starter list ' of leadership behaviors - DM me if you'd like a copy. 
 
Questions? Drop them in comments!  
 
#succession #successionplanning #futureproofing #trainingdr #PowerofVistage

What are some best practices for succession planning?

What are some key leadership behaviors to develop for succession planning?

𝗪𝗵𝗮𝘁’𝘀 𝘁𝗵𝗲 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝗮 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗽𝗹𝗮𝗻, 𝗮 𝘀𝘂𝗰𝗰𝗲𝘀𝘀𝗶𝗼𝗻 𝗽𝗹𝗮𝗻, 𝗮𝗻𝗱 𝗮𝗻 𝗲𝘅𝗶𝘁 𝗽𝗹𝗮𝗻?  
 
This is a question I get a lot. Most business owners I've met think the succession plan and the exit plan are one in the same.  
 
A strategic plan is important as you are building and growing a company. An exit plan is important when you want to move on to a new endeavor or retire. While the succession plan helps you to achieve both of those things.  
 
 
𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗣𝗹𝗮𝗻: 
A strategic plan outlines the long-term goals and objectives of an organization and the strategies to achieve them.  Given the speed of business these days, the strategic plan rarely goes beyond three years. It is simultaneously data-driven and aspirational including vision and mission statements, competitive analysis, and projections for growth in terms of product or service offerings, revenue, and/or customer acquisition.    
 
 
𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗶𝗼𝗻 𝗣𝗹𝗮𝗻: 
A succession plan is a structured process for identifying and developing internal talent to fill key leadership positions within an organization as attrition happens.  
 
Grooming future leaders for promotion ensures continuity of the strategic plan as “new” leaders are still aligned with the established vision and goals. Succession planning is aspirational in that a company does not want to replace like with like; future leaders should have “new and improved” skills to help the organization keep pace with the future. Succession planning involves the whole organization in that all employees should be continually improving their skills and all current leaders should be grooming future leaders.  
 
Succession planning is essential for maintaining organizational stability and retaining institutional knowledge. 
 
 
𝗘𝘅𝗶𝘁 𝗣𝗹𝗮𝗻:  
The exit plan helps the business owner to exit or divest from their investment in a company. Do they sell, merge, offer terms, pass on to a family member, create an ESOP? The point of the exit plan is to protect the owner, get the most valuation for the business, and ensure a smooth transition to the new owner.  
 
 
All three types of plans are critical for organizational success and they each serve distinct purposes: a strategic plan guides the overall direction and priorities of the organization, a succession plan ensures leadership continuity and talent development, and an exit plan prepares for the eventual divestment or transition of ownership or control. 
 
#succession #successionplan #futureproofing #trainingdr

I was recently skimming a McKinsey study on up-leveling educational systems across the world - focusing on how to emulate the ones that are doing it well and not losing ground since the pandemic (since most schools/countries are) and this diagram caught my attention.  
 
If we replaced the word "student" with "employee" - isn't this a perfect recipe for up-leveling productivity in organizations?  
 
#productivity #workplaceperformance #1%better #futureproofing #trainingdr

Don't forget to sign up for this FR🌟EE webinar - happening tomorrow!  
 
If you stay to the end, 𝘁𝗵𝗲𝗿𝗲 𝘄𝗶𝗹𝗹 𝗯𝗲 𝗮 𝗳𝗿𝗲𝗲𝗯𝗶𝗲 that will help you conduct leadership skills development easily, organically, and effectively (the most important part, right?)  
 
See you tomorrow! 
 
Go to https://lnkd.in/ezRj-QVF to sign up!  
 
 
#leadership #leadershipskills #leadershipdevelopment #futureproofing #trainingmagnetwork #trainingdr

How important is leadership development for professionals?

What are some key strategies for effective leadership?

What is Training Magazine Network known for?

𝗙𝗔𝗖𝗧: 100% of business owners will exit their business. 
 
Whether they do it on their terms - and whether those terms are favorable - are entirely up to them. 
 
𝗧𝗵𝗲𝗿𝗲 𝗮𝗿𝗲 𝗮 𝗹𝗼𝘁 𝗼𝗳 𝗺𝗼𝘃𝗶𝗻𝗴 𝗽𝗮𝗿𝘁𝘀: 
 
✅ are your finances in order? 
 
✅ can the business run without you?* 
 
✅ what kind of buyer are you looking for? 
 
✅ did you start planning your exit far enough in advance? 
 
* I can help with this part. DM me if you'd like to learn more. 
 
And I have a cracker-jack team of professionals who can help you with the rest. 
 
If you own a business with 50 - 700 employees, and you are looking to exit in the next 5 - 10 years - let's talk! 
 
〰️🔹〰️🔹〰️🔹 
⭐ I’m Nanette Miner, I... 
🫶 Help SMBs to continue their legacy through succession planning 
🫶 Craft customized leadership development 𝘱𝘳𝘰𝘤𝘦𝘴𝘴𝘦𝘴 – not classes - to develop well-rounded future leaders 
 
Like this post? Want to see more? 
🔔 Ring the bell on my Profile 
🏃🏻 Follow the company page at #trainingdr

What are some strategies for ensuring business continuity during a transition?

What are some challenges that SMBs face when planning for business succession?

Oh my gosh! This is powerful "stuff" and right on the money.  

I spoke with a small business owner a few weeks ago who said "My company is worth $$$$ if only..."   WHAT?! 

Similarly...

Last week my husband showed me his Powerball ticket and the winning numbers and did pretty much the same thing...
* If that 16 was a 19 (which he had on his ticket )
* and that 22 was a 24 (which he had on his ticket)

uh, OK.... 

Listen to Nancy's wise words here. 

If you've worked hard to build your business, make sure you take the proper steps to get the most value from it when you decide to sell/exit. 

#succession #successionplanning #futureproofing #trainingdr

View group: Mergers & Acquisitions Network

Today's post is aimed at business owners who wait too long to plan their exits....

This group is for professionals involved in M&A or looking to get into M&A.

𝗣𝗢𝗣 𝗤𝗨𝗜𝗭 
 
❓ When identifying the skills your future leaders will need.... where do you start?  
 
ANSWERS:  
 
1 - your industry association - what do they predict?  
 
2 - job descriptions - ask incumbents to update their job description AND include skills / knowledge that will be needed for the future  
 
3 - when interviewing internal candidates for promotions - ask them where they see the company in 3 - 5 years, what skills they will need to be ready, and what resources you will have to provide to enable them.  Any good candidate will be looking to the future of their role.  
 
#succession #successionplanning #futureproofing #trainingdr

How hard is this to do?  
 
Easy.  
 
Painless.  
 
Cheap.  
 
What's stopping you from doing this?  
 
#leadership #leadershipskills #futureproofing #trainingdr

𝗧𝗼𝗱𝗮𝘆'𝘀 𝘁𝗵𝗲 𝗗𝗮𝘆!  
 
The 𝙃𝙍 𝙎𝙪𝙘𝙘𝙚𝙨𝙨𝙞𝙤𝙣 𝙋𝙡𝙖𝙣𝙣𝙞𝙣𝙜 𝙋𝙧𝙞𝙢𝙚𝙧 𝙞s ready for you !!!!! 
 
AND 
 
𝙏𝙝𝙚 𝙘𝙤𝙪𝙧𝙨𝙚 𝙞𝙨 𝙟𝙪𝙨𝙩 𝙩𝙝𝙚 𝙨𝙩𝙖𝙧𝙩!  
 
After you finish the course, you are invited to our monthly "HR call" where you can ask questions of me and your peers to get expert answers to questions or dilemmas that you are facing in your organization.  
 
The call is held monthly  
 
And it's 𝘧𝘳𝘦𝘦!  
 
And you can come 𝘦𝘷𝘦𝘳𝘺 𝘮𝘰𝘯𝘵𝘩 as you work through the succession planning process.  
 
Once you're in - you're in!  
 
Scan the QR code or go to the link in comments to purchase the course today! 
 
#succession #successionplannnig #HR #futureproofing #trainingdr

How can the HR Succession Planning Primer course benefit me?

Why is succession planning important for organizations?

Here we go! Our first LIVE call with HR pros who have finished the HR Primer self-study course. (It was only launched last week, so don't feel bad if you haven't finished yet! We'll see you NEXT month.) 

One of the cool things about the course is that once you complete it, you can come to our LIVE monthly calls forever more. 

~ Burning questions? Bring 'em! 

~ Need advice from a pro or a peer? We've got it! 

~ Want to brag about what you've accomplished? We'll stand up and cheer! 

THE HR CALL happens the last Friday of every month and includes ALL HR pros who have completed the Primer. 

Grab the class for yourself today!  See the comments for link. 

Happy Friday y'all! 😃 

#HR #succession #successionplanning #futureproofing #trainingdr

What roles do HR pros play in organizations?

What is the significance of succession planning?

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