13 Easy Steps to Transform New Hire to Superstar Contributor

13 Strategies to Greatly Accelerate Tapping into New Employees' Greatest Assets
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  • Lectures 45
  • Length 6.5 hours
  • Skill Level Intermediate Level
  • Languages English
  • Includes Lifetime access
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    Available on iOS and Android
    Certificate of Completion
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About This Course

Published 6/2015 English

Course Description

Welcome to my course about Tapping into New Employees' Greatest Assets!

First and foremost, thank you for your support. I have a drive for fostering partnerships and fairness in business. In a solution-oriented society, I believe that treating people like humans instead of task-oriented robots is what it's all about. If we resist the urge to rush to solutions, we will uncover incredible innovation along the way.

I've had an exciting 14 year career in professional services during which I've seen a variety of different business practices. Some of them were best practices that I put in my toolbox to continue using and teaching, and some of them were, well, let's be nice and say “Un-Best" practices. These are the pitfalls that I enjoy helping others avoid. If I can save someone the pain that I've already been through, that brings me a great sense of fulfillment.

Have you ever been in an organization where you felt lost despite being a tenured experienced professional with many accomplishments?

Have you ever longed to create a much better learning environment for new employees than you were given and save them all the pain and confusion you went through?

Of course you have! Most of us have experienced these things. What if I were to tell you that I have the blueprint you can use to alleviate all these issues and be totally responsible for all the accolades that come with revolutionizing how your company does Onboarding, Mentoring, and Coaching? Would that be of interest to you?

This course will reveal to you the business model I recently developed to totally transform the way we help new employees become impactful in my organization.

Each of my 13 strategies includes information about why it should be important to you followed by specific ways to effectively put it into action. I've provided you with a full suite of tools to make your life easy, including video lectures, PowerPoint notes, and quizzes to test your understanding of each strategy.

Thank you again for your faith in the information I love to share. I hope you enjoy participating in this course as much as I enjoyed creating it.

What are the requirements?

  • Microsoft Office Suite

What am I going to get from this course?

  • Create a brand new Onboarding program from scratch.
  • Witness measurable improvement in ramp-up time for new employees
  • Have employees that are driven and motivated toward the same objectives as the organization rather than just going through the motions.
  • See new employees produce their very best work much sooner.

What is the target audience?

  • Mentors
  • Business Coaches
  • Managers
  • Those passionate about revitalizing the Onboarding program at their organization or creating a brand new one.

What you get with this course?

Not for you? No problem.
30 day money back guarantee.

Forever yours.
Lifetime access.

Learn on the go.
Desktop, iOS and Android.

Get rewarded.
Certificate of completion.

Curriculum

Section 1: Introduction
13:51

After completing this lecture, you will be able to:

  • Understand all the course objectives.
  • Know the 13 strategies from my framework for tapping into new employees greatest assets.
4 pages

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:

  • The course objectives
  • The 13 strategies from my framework for tapping into new employees greatest assets.
Section 2: What is Onboarding?
13:15

After completing this lecture, you will be able to:

  • Understand what "Onboarding is".
  • Understand what "Onboarding" is not.
  • Understand how best to communicate with new employees.
  • Understand how to execute "Onboarding - the Right Way".
05:26
After completing this lecture, you will be able to:
  • Understand what "Onboarding is".
  • Understand what "Onboarding" is not.
  • Understand how best to communicate with new employees.
  • Understand how to execute "Onboarding - the Right Way".
4 pages
I've prepared these downloadable course notes about everything that was covered in this section of the course, including:
  • Understand what "Onboarding is".
  • Understand what "Onboarding" is not.
  • Understand how best to communicate with new employees.
  • Understand how to execute "Onboarding - the Right Way".
4 questions

Test your knowledge of what "Onboarding" is and why it is vital to tapping into new employees' greatest assets.

Section 3: Planning
04:20

After completing this lecture, you will be able to:

  • Resist the impulse to rush to solutions.
  • Treat internal projects like external projects.
  • Create a structured plan with tasks and milestones.
  • See Onboarding as an investment.
07:02

After completing this lecture, you will be able to:

  • Create a sound plan.
  • Adjust the plan as risks arise.
  • Know several competitive project planning solutions.
  • Understand Project Planning best practices.
6 pages
I've prepared these downloadable course notes about everything that was covered in this section of the course, including:
  • Resist the impulse to rush to solutions.
  • Treat internal projects like external projects.
  • Create a structured plan with tasks and milestones.
  • See Onboarding as an investment.
  • Create a sound plan.
  • Adjust the plan as risks arise.
  • Know several competitive project planning solutions.
  • Understand Project Planning best practices.
Planning
5 questions
Section 4: Maximizing the Hiring to Onboarding Hand-off
09:10

After completing this lecture, you will be able to:

  • Understand Hiring expectations.
  • Understand the different kinds of vital communication needed when a new employee is hired.
  • See Hiring and Onboarding as pieces of the same workflow.
15:04

After completing this lecture, you will be able to:

  • Setup a SharePoint list to announce new employees to the Onboarding team.
  • Understand that employees still have human needs even though they are in the role of professional.
  • See a detailed breakdown of what an ideal 1st day at work might look like.
6 pages
I've prepared these downloadable course notes about everything that was covered in this section of the course, including:
  • Understand Hiring expectations.
  • Understand the different kinds of vital communication needed when a new employee is hired.
  • See Hiring and Onboarding as pieces of the same workflow.
  • Setup a SharePoint list to announce new employees to the Onboarding team.
  • Understand that employees still have human needs even though they are in the role of professional.
  • See a detailed breakdown of what an ideal 1st day at work might look like.
Maximizing the Hiring to Onboarding Hand-off
5 questions
Section 5: Strategy 3: A Social Network
04:34

After completing this lecture, you will be able to:

  • Go beyond teaching skills to include new employees into a community.
  • Understand how moving into a new company is like moving into a new neighborhood.
  • Craft the perfect Welcome email.
  • Help new employees Feel Content vs. Feel Fulfilled
19:56

After completing this lecture, you will be able to:

  • Understand the components of the perfect Welcome email to the company.
  • Understand the components of the perfect Welcome email to the new employee.
  • Understand why email works better than other communication methods.
  • Know how to keep the social network going.
8 pages
I've prepared these downloadable course notes about everything that was covered in this section of the course, including:
  • Go beyond teaching skills to include new employees into a community.
  • Understand how moving into a new company is like moving into a new neighborhood.
  • Craft the perfect Welcome email.
  • Help new employees Feel Content vs. Feel Fulfilled
  • Understand the components of the perfect Welcome email to the company.
  • Understand the components of the perfect Welcome email to the new employee.
  • Understand why email works better than other communication methods.
  • Know how to keep the social network going.
A Social Network
4 questions
Section 6: Strategy 4: The Welcome Session
07:47

After completing this lecture, you will be able to:

  • Save weeks or months of confusion later but spending an hour on documentation earlier.
  • Include the personal touch.
  • Set proper expectations.
  • Talk about scheduled touch points and how new employees can reach you between these touch points.
  • Remove fear and uncertainty.
3 pages
I've prepared these downloadable course notes about everything that was covered in this section of the course, including:
  • Save weeks or months of confusion later but spending an hour on documentation earlier.
  • Include the personal touch.
  • Set proper expectations.
  • Talk about scheduled touch points and how new employees can reach you between these touch points.
  • Remove fear and uncertainty.
The Welcome Session
5 questions
Section 7: Strategy 5: Document Consolidation
05:00

After completing this lecture, you will be able to:

  • Mitigate busy experts and turnover.
  • Understand all the advantages of documentation.
  • Know that asking employees to search many different systems for information is the #1 onboarding complaint.
12:06

After completing this lecture, you will be able to:

  • Understand the power of SharePoint for Document Consolidation.
  • Have a clear visual of the Onboarding Workflow.
  • Master a typical outline for a powerful Onboarding Guide.
5 pages
I've prepared these downloadable course notes about everything that was covered in this section of the course, including:
  • Mitigate busy experts and turnover.
  • Understand all the advantages of documentation.
  • Know that asking employees to search many different systems for information is the #1 onboarding complaint.
  • Understand the power of SharePoint for Document Consolidation.
  • Have a clear visual of the Onboarding Workflow.
  • Master a typical outline for a powerful Onboarding Guide.
Document Consolidation
5 questions
Section 8: Strategy 6: Daily Touch-Points
05:06

After completing this lecture, you will be able to:

  • Understand the importance of interactive exercises.
  • Design fun into your instruction to keep people motivated.
  • Ensure that new employees always have someone to help with their questions regardless of how busy everyone else is.
06:04

After completing this lecture, you will be able to:

  • Setup a SharePoint Questions list with all the relevant information fields.
  • Understand how often to hold touch point sessions.
  • Understand the importance of reviewing questions before meeting in real time.
  • Schedule touch points during the most effective time of day.
4 pages

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:

  • Understand the importance of interactive exercises.
  • Design fun into your instruction to keep people motivated.
  • Ensure that new employees always have someone to help with their questions regardless of how busy everyone else is.
  • Setup a SharePoint Questions list with all the relevant information fields.
  • Understand how often to hold touch point sessions.
  • Understand the importance of reviewing questions before meeting in real time.
  • Schedule touch points during the most effective time of day.
Daily Touch Points
4 questions
Section 9: Strategy 7: The Focus on Methodology
10:05

After completing this lecture, you will be able to:

  • Speak confidently about how to create a sound Methodology.
  • Understand all the key questions that Methodology answers.
  • Use rocket ship construction as an example of following a Methodology.
04:10

After completing this lecture, you will be able to:

  • Articulate different project phases for one product or service versus another.
  • Balance level of detail during training recordings.
  • Articulate different project phases for client projects versus internal projects.
  • Keep each recording to a maximum of 1 hour.
  • Resist the urge to ONLY focus on the solution. Too much solution focus causes us to miss the journey.
4 pages

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:

  • Speak confidently about how to create a sound Methodology.
  • Understand all the key questions that Methodology answers.
  • Use rocket ship construction as an example of following a Methodology.
  • Articulate different project phases for one product or service versus another.
  • Balance level of detail during training recordings.
  • Articulate different project phases for client projects versus internal projects.
  • Keep each recording to a maximum of 1 hour.
  • Resist the urge to ONLY focus on the solution. Too much solution focus causes us to miss the journey.
The Focus on Methodology
5 questions
Section 10: Strategy 8: Role-Specific Training
02:48

After completing this lecture, you will be able to:

  • Decipher different responsibilities for different roles in a company.
  • Apply Role-Specific Training principles across different industries.
06:07

After completing this lecture, you will be able to:

  • Focus on Role-Specific tasks.
  • Understand the importance of creating task-specific templates.
  • Create a Role Specific responsibility list for the current role vs. the promoted version of this role.
5 pages

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:

  • Decipher different responsibilities for different roles in a company.
  • Apply Role-Specific Training principles across different industries.
  • Focus on Role-Specific tasks.
  • Understand the importance of creating task-specific templates.
  • Create a Role Specific responsibility list for the current role vs. the promoted version of this role.
Role-Specific Training
5 questions
Section 11: Strategy 9: Mix up the Communication Media
04:44

After completing this lecture, you will be able to:

  • Understand the importance of keeping the new employees engaged and excited.
  • Mix things up because certain topics come across more effectively when delivered through a certain medium.
  • Ensure that our variation is enough to generate excitement but not so much as to cause confusion.
09:32

After completing this lecture, you will be able to:

  • Use the most effective kind of communication for the right professional situation.
  • Leverage the power of preferred learning style assessments.
4 pages
I've prepared these downloadable course notes about everything that was covered in this section of the course, including:
  • Understand the importance of keeping the new employees engaged and excited.
  • Mix things up because certain topics come across more effectively when delivered through a certain medium.
  • Ensure that our variation is enough to generate excitement but not so much as to cause confusion.
  • Leverage the power of preferred learning style assessments.
  • Use the most effective kind of communication for the right professional situation.
Mix up the Communication Media
5 questions
Section 12: Strategy 10: Evaluation
01:55

After completing this lecture, you will be able to:

  • Evaluate how much the new employee has learned.
  • Determine the new employee's readiness to start working on live projects.
  • Pinpoint specific areas of strength and opportunities for improvement.
  • Highlight areas of the Onboarding process that can be improved or streamlined.
03:06

After completing this lecture, you will be able to:

  • Create an evaluation quiz.
  • Create a scoring mechanism for your quiz.
  • Deploy the perfect practice project.
6 pages
I've prepared these downloadable course notes about everything that was covered in this section of the course, including:
  • Evaluate how much the new employee has learned.
  • Determine the new employee's readiness to start working on live projects.
  • Pinpoint specific areas of strength and opportunities for improvement.
  • Highlight areas of the Onboarding process that can be improved or streamlined.
  • Create an evaluation quiz.
  • Create a scoring mechanism for your quiz.
  • Deploy the perfect practice project.
Evaluation
5 questions
Section 13: Strategy 11: The Onboarding to Mentoring Handoff
06:36

After completing this lecture, you will be able to:

  • Use Onboarding as a program that eases the minds of new employees and sets them up for success.
  • Use Onboarding to help new employees have an immediate impact.
  • Use Onboarding to remove roadblocks so the new employee is free to apply his pre-existing skills.
  • Use Mentoring to help a less experienced person realize all their opportunities for improvement through a teacher/student relationship.
  • Understand the differences between Onboarding and Mentoring and how one flows to the other.
07:08

After completing this lecture, you will be able to:

  • Work with mentors to understand how and when they are assigned to new employees.
  • Schedule Mentoring sessions correctly and include the right agenda.
  • Setup half-billable shadowing.
  • Include a new employee's mentor in the Onboarding evaluation process.
  • Prep new employees with the idea of this Onboarding to Mentoring handoff.
4 pages

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:

  • Use Onboarding as a program that eases the minds of new employees and sets them up for success.
  • Use Onboarding to help new employees have an immediate impact.
  • Use Onboarding to remove roadblocks so the new employee is free to apply his pre-existing skills.
  • Use Mentoring to help a less experienced person realize all their opportunities for improvement through a teacher/student relationship.
  • Understand the differences between Onboarding and Mentoring and how one flows to the other.
  • Work with mentors to understand how and when they are assigned to new employees.
  • Schedule Mentoring sessions correctly and include the right agenda.
  • Setup half-billable shadowing.
  • Include a new employee's mentor in the Onboarding evaluation process.
  • Prep new employees with the idea of this Onboarding to Mentoring handoff.
The Onboarding to Mentoring Handoff
5 questions
Section 14: Strategy 12: Incorporate Feedback
13:45

After completing this lecture, you will be able to:

  • Maximize Onboarding effectiveness using a 50/50 partnership.
  • Call out people by name to make sure they are being given the chance to voice their thoughts and concerns.
  • Overcome common reasons why people remain quiet and don't share valuable feedback.
  • Listen to feedback & incorporate it where appropriate.
04:20

After completing this lecture, you will be able to:

  • Leverage SharePoint to receive feedback.
  • Leverage SharePoint to create an “Issues” list.
4 pages

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:

  • Maximize Onboarding effectiveness using a 50/50 partnership.
  • Call out people by name to make sure they are being given the chance to voice their thoughts and concerns.
  • Overcome common reasons why people remain quiet and don't share valuable feedback.
  • Listen to feedback & incorporate it where appropriate.
  • Leverage SharePoint to receive feedback.
  • Leverage SharePoint to create an “Issues” list.
Incorporate Feedback
5 questions
Section 15: Strategy 13: The Mentoring to Coaching Transition
08:07

After completing this lecture, you will be able to:

  • Understand the differences between Mentoring and Coaching, and how one flows naturally to the other.
  • Leverage the different mindset Coaching has from mentoring during different phases of an employee's career growth.
  • Start your toolbox of powerful examples of how a Coach and a Mentor might approach a similar situation differently.
03:20

After completing this lecture, you will be able to:

  • Schedule Mentoring at the most opportune time for learning.
  • Evolve a Mentoring relationship into a Coaching relationship, and reap the various rewards that come with this evolution.
  • Judge new employee mastery.
  • Measuring improvement of Onboarding graduates as they continue their career growth.
  • Reinforce the theme that strong personal relationships help the employee be impactful.
4 pages

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:

  • Understand the differences between Mentoring and Coaching, and how one flows naturally to the other
  • Leverage the different mindset Coaching has from mentoring during different phases of an employee's career growth.
  • Start your toolbox of powerful examples of how a Coach and a Mentor might approach a similar situation differently.
  • Schedule Mentoring at the most opportune time for learning.
  • Evolve a Mentoring relationship into a Coaching relationship, and reap the various rewards that come with this evolution.
  • Judge new employee mastery.
  • Measuring improvement of Onboarding graduates as they continue their career growth.
  • Reinforce the theme that strong personal relationships help the employee be impactful.
The Mentoring to Coaching Transition
5 questions
Section 16: Wrap Up, My Credentials & How to Learn More
05:03

After completing this lecture, you will be able to:

  • Summarize everything you have learned in this course and put it into immediate action, either as an employee, coach, mentor, or entrepreneur hiring your own employees.
  • Understand that no matter how smart or experienced someone is, he or she can't possibly have mastered a brand new skill before ever seeing it.
  • Remove fear of the unknown for new employees.
  • Make new employees comfortable to greatly accelerate their impact in your organization.
  • Leverage every method of contacting me to keep up to date on all my new products and services, and hopefully for us to work together on professional innovations in the future!
  • Tap into new employees' greatest assets!
4 pages

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:

  • Summarize everything you have learned in this course and put it into immediate action, either as an employee, coach, mentor, or entrepreneur hiring your own employees.
  • Understand that no matter how smart or experienced someone is, he or she can't possibly have mastered a brand new skill before ever seeing it.
  • Remove fear of the unknown for new employees.
  • Make new employees comfortable to greatly accelerate their impact in your organization.
  • Leverage every method of contacting me to keep up to date on all my new products and services, and hopefully for us to work together on professional innovations in the future!
  • Tap into new employees' greatest assets!

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Instructor Biography

The information I provide was developed over a series of strategic decisions and intuition. It took many years of personal and professional development to get to the level of competence and confidence I have now. It is fascinating to look back on one's life and pick out the moments that mattered most. So here is my story.

My Credentials

I have about 14 years of experience in Information Technology and Professional Services. I have my BS in Biology, my MBA with a focus in Technology Management. I also recently obtained my Certified Business Consultant (CBC) designation and I'm working on my Certified Business Coaching Specialist (CBCS) designation from The Business Training Institute. How did I get to this point? Here is my (hopefully) concise answer.

Starting Out in the Workforce

My story starts back in Englewood, New Jersey where my first job was as a stock boy at Drug Fair. As a matter of professional growth, this tenure was largely uneventful. I was told what to do and I did it. I also volunteered at Englewood hospital on the weekends; a more rewarding experience. I think I was 18 when I met the Lamboys and landed a job at Aylward's II Health Foods. I would work my way up to manager in my 7+ year tenure there, learning the first great professional lesson of my life – how to interact with different personalities when sales depend totally on my information and care for my clients. The Lamboys are still great family friends, relaxing in some beautiful country estate in Puerto Rico. Sal, Leonor, Nick, Luis, and Frank, I want to take this moment to publicly thank you for giving me the first opportunity to express myself professionally and to have responsibility over important things.

My #1 Mentor

I soon met Susan Venditti (“Russo" now) and we began dating in 2000. We were married in 2004 and it's been incredible ever since. I had reached the top of what I would be able to contribute at the health food store, but I had no belief that I could learn something new well enough to advance into a new career. Luckily for me Susan had plenty of belief for both of us. She's the ultimate combination of determination and intelligence. She is the kind of person who is so dependable that most people take it for granted and forget to be thankful. Susan was the driving force for my making a move into the unknown of Information Technology (IT). She has a knack for seeing potential and nurturing it. That is the one idea that now binds us closer than any other – that there can be no better pursuit than helping people become the best version of themselves. Thank you Sue for all these things and the countless others you've done to improve my life.

I Found IT (Rather, IT Found Me) in the Strangest Place

So in 2001 I landed the kind of IT position that most people with no experience might expect – one that included no IT at all. It was a customer service position for Paradigm Direct, which would later become Mosaic Performance Solutions during an acquisition. Then one day, the right day/right time phenomenon actually happened to me. I went to work early one day so I coincidentally found myself in an elevator with Peter Seymour. He introduced me to the world of Quality Assurance (QA), and the rest is history. I need to doubly thank Peter, not only for all the skills he taught me, but for extending himself a second time to get me a job at Beverage Data Network (BDN) in 2003. Without Peter, I would not have the career I have today, for multiple reasons.

The Beverage Alcohol Industry

It was at BDN that I continued my work as a Sr. QA Analyst and made a big enough impression to Manny Liwanag that he lobbied on my behalf to have me promoted into a hybrid Business Analyst/Project Manager position once we were acquired by The Nielsen Company. Manny had an eye for talent, I must say! All jokes aside, thank you Manny for seeing my potential and getting me into that position. It was a turning point in my career. Joe Giordano, I'd also like to thank you for taking over where Manny left off and teaching me all the foundational skills of business analysis and project management. These are still skills I use today and will always remember. I will never find another person with even a fraction of the wine and spirits industry knowledge that you have. You are a gentleman and a true example of what it means to dedicate yourself to truly mastering a discipline.

Seeing Both Sides of a Coin

After Nielsen, I worked at Archive Systems where I began my foray into internal process improvement. I worked directly with the QA, software development, sales, and marketing teams. The people from whom I learned there are too many to count, but I'd like to thank some of you for your contributions to my ongoing professional development. Thank you to Don Cohen, Felicia Rella, Jerry Gaudet, Deni Llambiri, Andrew Antoneypillai, Heath Blount, BJ Johnson, Paul Dimmig, and Peeter Tootsov.

I then moved into a very interesting position at GAB Robins, North America. I say it was interesting because they were a client of Archive Systems. I was able to understand the impact of our product from the perspective of a client. This has given me a unique perspective that I still use today. I am able to help my clients believe that I care about the things they care about because I experienced those things first hand. It absolutely helps me forge stronger more fruitful professional relationships. I'd like to than Hilke Puzo, Ed Grabowiecki, Barbara Bielawski, and Alejandro Meseguer for teaching me the intricacies of accounts payable and for giving me the chance to experience a product life cycle from both sides.

Development into a Thought Leader with Valuable Ideas

GAB was a temporary project, so I moved into a position at Merced Systems, which would later be acquired by NICE Systems, the company where I work today. My current position includes consulting in the area of service performance management and managing a team of Business Analysts. I've been with the company a total of 5 years and very much enjoy the experience of providing value for my clients. I help clients develop strategies for employee coaching, recognition, and improving specific behaviors that lead to better performance. Although the end result of my projects is the implementation of a product that automates these processes, I especially enjoy the interaction process. That is – talking with people to learn what things motivate them to perform better and learning why they value certain strategies.

I've grown quite a bit professionally during my time at NICE. John Rusconi, Carl Rustic, and Peter Sellar deserve thanks for helping transform me from the person who thought being agreeable to everything was being a great employee, to the guy who is now confident enough to stand up for innovation and defend the integrity of everyone's opinions and motivations. I'm proud of all my accomplishments in adding massive value for my clients, but I'm also proud of all the internal value I've been able to give back to my organization with this new found confidence. I run a business analyst round table. I started a Gamification center of excellence. I've worked with a colleague to create an Onboarding program from scratch. Thank you all for having confidence in my contributions. A special thanks to Amer Abbas and Dev Mohanty who mentored me along the way and continue to do so. All of the great mentoring skills and care for others during professional interactions that I use today are simply my way of flattering Amer and Dev by using their style.

I'd like to acknowledge Latimer Luis, a bright and talented senior technical trainer. We've worked together to generate exceptional Onboarding packages that have vastly improved the level of comfort new employees have in coming aboard into our organization. His ability to see alternate solutions and his care for the opinions and feedback of our new hire classes is truly exemplary. I hope to work together with him many times in the future.

Acknowledging a Dog?

No acknowledgement section would be complete without including Pastina the Dog. She always seems to know when I'm having writer's block, and her gentle nuzzling is always the best medicine. I've done my best work sitting in my recliner with Pastina lying next to me. Not to mention, she just so friggin' adorable!

More About my very Supportive Wife

Most importantly, I'd like to add a few acknowledgements for my wife, Susan Russo, without whom this book would not be possible. She has guided me over the years from being someone content with his current situation to someone thirsting to innovate and provide thought leadership. I literally would not have become any sort of business professional without her support and guidance. She vehemently supports all my blog posts and has done all the editing for everything I've ever written.

This Blog

To that end, I decided to start russobusinessconsulting.com to share anecdotes and insights I've gleaned through my project experience, and to emphasize the human element in business consulting engagements rather than focusing solely on the technical solution. I look forward to hearing from you soon!

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