Framework Strategies

Organizational Consulting and Executive Coaching

Reframe the Parameters

Dewitt Jones, one of America’s top professional photographers, received an assignment to shoot a field of yellow dandelions for National Geographic. After procrastinating for days, uninterested in what he considers to be a mundane subject, he grudgingly makes his way to the field.

He discovers that he had waited too long; the field of yellow dandelions had turned to seed. Undeterred, he then reframes his parameters for the shoot and looks at the field in a different way.

He first considers his situation a failure, but by changing his perspective, he shoots a prized image.

Aimee Hansen


Aimee often tells this story as an example of the need to be open to reframing our parameters. She has guided and coached others on viewing their work from a different perspective and reframing for the big picture.

She is an organizational and leadership coach with more than two decades of experience in human resources and development. She has served in executive, consultant, and practitioner roles for human resources and organizational development, most recently at Blue Cross and Blue Shield of Louisiana. Aimee’s professional experience includes the design and management of organizational leadership development strategies, succession planning, and other organizational interventions, including purposeful culture change, strategic planning, and leadership coaching.

Aimee earned a Master of Arts degree in Organizational and Leadership Development from Gonzaga University in Spokane, Washington. She received a Bachelor of Science degree in Psychology with a concentration in Industrial/Organizational Psychology from the University of Louisiana at Monroe (formerly Northeast Louisiana University). She is currently pursuing a PhD in Human Resources/Leadership Development at Louisiana State University.

Aimee is certified in Myers-Briggs Typology Inventory, StrengthsFinder and Leadership Practices Inventory. She is also an Associate Certified Coach (ACC) with the International Coach Federation.

 


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Culture Change

An organization’s culture is both open and resistant to change. In an effort to improve, people in organizations seek growth and development opportunities, but also find comfort in knowing “how we do things.”

Executive Coaching

In an effort to increase presence, improve value, or consciously engage people, executives and leaders often seek to understand the impact he or she makes on an organization and those he or she leads.

Talent Management

Human capital is an organization’s most valuable asset, but organizations are faced with many challenges – finding the best talent, developing the best talent, and keeping the best talent.