Do you have a high-performing employee who lacks general management experience, or experience in an area that is a prerequisite for success in what would be their next career step? Maybe they've never led a team project, or they struggle to connect their role with actual business results? Do you have an opening and lack a candidate that really connects with the team? InsideUP can help you facilitate a win-win by supporting your employee for a period of 12-24 weeks from a promotion, bridging the experience gap and developing skills and confidence while providing security for the hiring manager and team - reducing turnover, retaining institutional knowledge and maintaining internal talent with a demonstrated work ethic, aptitude to learn and pre-existing company context and relationships. Working with the hiring manager, I will create and work a plan to upskill and build confidence where it matters. Let InsideUP help!

Does your development program - if you have one - actually produce results? Are you struggling to maintain entry-level employee engagement? Does your team lack visibility to the potential that already exists amongst your ranks? Whether a Quick-Start implementation or a full program implementation, I will work with your team to create and execute a simple (really!) program and process to help you leverage high-potential employees and provide clarity to team depth and performance at the hourly employee level - and use that to drive results. Schedule a zero-pressure call to learn more and see if InsideUP might be a fit for your opportunity!

We have all had a star employee - someone who brings all-around good stuff to the table day in and day out, someone who is interested in growth within your team or organization in general - but unfortunately has limited experience to support taking a step up? Finding the time to mentor and develop an employee in specific functional areas, or to drive focused improvements in planning, communication and reporting can be challenging. InsideUP can work with managers to create and execute upon a development plan to build skills and experience in the areas of most opportunity for both the employee and the team. If turnover is a concern for a great employee and you don't have the capacity to invest yourself in mentoring to ensure development and continued engagement, I can help. Have questions about exactly what this might look like for you and your employee? Just ask!

With decades of experience in product commercialization, MRP/ERP, continuous improvement and other project implementations that required engagement and support from multiple departments, I bring a very strong understanding of the challenges involved with cross-functional team dynamics and project execution. Competing priorities, unexpected issues, accountability without authority can all contribute to a less-than-ideal result. I work collaboratively with your team to better define roles and responsibilities, communication and reporting to improve cross-functional team results - guaranteed!

We all know the standard three weeks' lead time for professional resignation is not nearly enough time to properly assess current needs and work through the hiring process for a key employee. From planning and scheduling to purchasing, daily operations oversight or even project management, I can provide direct resourcing to your team to allow you the time to find the best fit for your opening - without risking current goals or burnout within other team members. With the ability to step into a broad range of mid-high level roles to help keep operations moving in the right direction, I can provide the short-term resourcing needed to allow you go through the right processes to identify the best long-term solution.