The Bernadette Han Company offers consulting services in Learning & Development (L&D), Organization Development (OD), Change and Transitions Management, Team Development, Talent Management, and Transformational Leadership. Services include: Workshops, Trainings, Keynotes, Program Design and Development, Talent Management processes, programs, & systems support, Thought Leadership, Leadership Development, Leadership and Culture Competencies Development, Strategic Planning, High-Performance Team Development, Career Development, Technology platforms selection and implementation support, Organizational Structure design, Organizational Surveys Consultations, and Culture Transformation.

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Life Coaching is a process of helping someone find the path between where they are now and where they want to be. It involves setting and achieving goals in a variety of areas of life including business, health and wellbeing, career, mindset, relationships, and work-life balance. Life Coaching helps clients build a vision for their future and evolve to become the person who lives that vision using a step-by-step plan to achieve the goals defined to realize the vision.

The Bernadette Han Company offers coaching services in: Change and Transitions Career Development Leadership Development Sr. Leader/Executive Development Life Coaching Relationships Effectiveness Gallup StrengthsFinder for individuals, leadership, and teams

She went to the California School of Professional Psychology, a multi-disciplinary school involving management, cultural anthropology, economics, and psychology. The program used a scientist-practitioner model suited to students who wanted to become practitioners more than faculty researchers. CSPP is now a college of organizational studies acquired by Alliant International University. She also studied Psychology at McGill University and learned under professors from both the School of Psychology, School of Medicine, and School of Management.

It’s a function within an organization, usually in Human Resources, People Ops, or the People Organization, sometimes in Business Innovation & Growth or Product Development, that focuses on employee engagement through the development and growth of skills and new mindsets needed for success in a job and career development. It is focused on building skills needed to sustain or grow a business. It can be focused on customer training and learning as well.

he specialty of Industrial Organizational Psychology (I/O Psych) is the study of the workplace. This field addresses issues of recruitment, selection and placement, training and development, performance measurement, workplace motivation and reward systems, quality of work life, structure of work and human factors, organizational development, and consumer behavior. OP is part of the I/O Psychology discipline. OP focuses more on behavior as part of an organization and has a humanistic approach. OP tends to focus on motivation, teamwork, and leadership. I/O Psychology focuses on analyzing individual behavior in the workplace using a data-analytics approach. I/O Psychology tends to focus on selection/hiring, training and development, assessing employee performance, and legal issues associated with those areas of focus. In practice, Organizational Psychologists and I/O Psychologists may work on either or both sides of I/O Psychology.

This is a systematic, long-term process that aims to improve an organization’s performance, effectiveness, and growth by changing its strategies, procedures, and culture. OD is an interdisciplinary field that draws on the social sciences, psychology, and human resource management. It focuses on aligning an organization’s strategy, structure, people, rewards, metrics, and management processes. OD also involves adult education, innovation, research design, and organizational behavior.

Organizational culture is the set of underlying assumptions, values, beliefs, attitudes, systems, and rules that outline and influence employee behavior within an organization. The culture reflects how employees, customers, vendors, and stakeholders experience the organization and its brand.

Heard of the phrase, ‘Culture eats strategy for breakfast’? Culture is a social control system. It’s implicit and explicit. It surrounds us and there are elements of culture that are like the air we breathe. We don’t see it, but it exists and we live it out. You can create a product, but it may not perform the same way in different country cultures. You can implement a best practice from another organization, but it may not play out the same way or even work in your organizational culture; well at least not without assessing and accounting for the current organizational culture and more importantly, the desired organizational culture.

These are tools used to understand different aspects of a person’s ways of thinking, feeling, behaving and approaching people, relationships, tasks, projects, and the world. These are not tests. They describe tendencies, preferences, and patterns. They do not predict or measure traits like IQ or tests of knowledge. In other words, they are not standardized tests but qualified assessment tools.

Coaching and Consulting services can leverage assessment tools to help accelerate the process of generating self-awareness and applying insights to smart action and desired impact.

We believe in the toolkit approach. We match the tool to the client’s needs rather than pushing one tool for all. It is not a one-size-fits-all approach, but our biases/faves are based on the consistency of results. If you have a tool you prefer that we don’t yet offer, let us know. We’ll learn it!

Assessment results are useful in strategically developing skills, attitudes, teams, and careers. They are useful in building self-awareness and other-awareness. They can speed up the process of understanding oneself and create common language and understanding among teams and organizations. That said, assessment tools are not the only method to self-discovery and team insights.

Traits are innate characteristic patterns of thoughts, feelings, and behaviors. You’re born with these and it’s been found that they tend to remain stable in most people but it has been found that people can change traits over time.

Also known as emotional quotient or EQ, it is the area of cognitive ability that facilitates interpersonal behavior. EQ is the ability to understand, use, and manage your own emotions in positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges, and defuse conflict.

Yes. EQ is a measurable component of a person’s ability to perceive, control, and evaluate emotions. Some EQ facets include: Self-awareness Empathy Self-regulation Social skills Motivation Understanding emotions Social Awareness

Sales (wooing, inquiry, closing – all of which rely on different facets of EQ), business development, negotiations, people leadership, parenting, and training are some examples where EQ really matters.

Ability to embrace change Emotional Intelligence Adaptability Inspirational team player Ability to encourage participation and communication

It is a leadership style that inspires people to create positive change through a big vision, inspiration, and a call to action. This approach can be taxing, so self-care and balance are important to manage for sustaining leadership success. Transformational leaders connect emotionally with their audience and motivate them to achieve more than themselves. This approach entails executives giving trusted employees the independence to make decisions and support new problem-solving approaches. As an organizational growth approach, Transformation Leadership is a multi-prong, systems-thinking oriented approach that involves Translating Strategy to Action, Building Strategic Relationships, Leveraging Your Emotional Intelligence, Leading through Change, and Developing Employee Capability.