Bringing Potential to Fruition

A Passion for Development

For more than 20 years, Aimee Hansen of Framework Strategies has developed teams and individuals to their highest potential through organizational and leadership coaching, speaking engagements, conferences and hands-on work around the country.

Speaking Topics

CULTURE CHANGE
Employee Engagement – Gathering Feedback After the Survey

Examine data through a different lens: dig into the numbers and understand the meaning of these numbers; identify and plan your next steps by structuring a series of sessions to get to the very deepest heart of the matter and to understand strategically what you must do.

Get People On Board – #1 Change Management Strategy

Change is difficult for many people; we like what we know. Organizational change is exponentially more difficult and requires change on the part of everyone. Change will occur with or without buy-in from employees, but change is accelerated and effective when employees are open to change. Focus on what is necessary to engage employees and welcome change, and leave with practical tools about how to facilitate that engagement.

Framework of an Organization

Do you know who you are as an organization? Are you clear on what has brought you to this point? What about what you will need to move to the next point? Many times, organizations feel certain they understand what makes them tick. But it can also be difficult to identify what an organization is NOT as a result of the framework upon which its culture is built. Identify your organization’s strengths and weaknesses that make up the framework of your culture and plan strategies to close the gap.

TALENT MANAGEMENT
Competency Mapping

How can you use competency in your organization to grow and develop leadership, build career paths, mentor others, assess individuals, recruit ideal candidates, and identify high potential employees? Use competency mapping to create a seamless framework around which to build your talent management strategy.

Career Laddering – Increasing Competency and Options for Employees

Do your employees feel like they have no place to go and no way to move up in your organization? Eliminate a common reason companies lose quality employees by building a career ladder in order to drive engagement and development amongst your best employees.

Linking Competency Development to Organizational Strategy

Do you know the competencies your company must have to take a positive step towards sustainable presence in the marketplace for years to come? Examine your future organizational strategy and mine it for perfect opportunities to grow competencies and leaders.

The Leadership Challenge © and The Leadership Practices Inventory ©

The Leadership Challenge © by Jim Kouzes and Barry Posner is a global campaign to liberate the leader in everyone and enable these leaders to achieve extraordinary things. Jim Kouzes and Barry Posner have researched since 1982 and have confirmed and reconfirmed over the years that leadership is a measurable, learnable and teachable set of behaviors. This set of behaviors encompasses The Five Practices of Exemplary Leadership, which can cultivate and liberate the leadership potential in anyone – at any level, in any organization – who chooses to accept the challenge to lead. Experience The Leadership Challenge © Workshop in your organization, and fully integrate it into your organization through the 360 degree tool, the Leadership Practices Inventory ©. Aimee is a certified LPI Coach and Trained Facilitator of The Leadership Challenge.

Voices © 360 and Lominger/Korn Ferry Leadership Architect

Built on best practices and decades of research, the new Korn Ferry Leadership Architect offers the most powerful competency framework available today. Learn how to implement all 38 competencies or a tailored model within your organization to align your business strategy with your talent strategy.

Myers-Briggs Typology Indicator (MBTI)

Use the oldest, most reliable personality inventory to ethically explore personality psychology and develop the people in your organization in consideration of individual and team communication styles, conflict management approaches, performance improvement, coaching, and development.

EXECUTIVE COACHING
Using Assessments in Coaching

As a coach, it is critical to help your clients understand how they are perceived, as well as how your clients’ fellow employees – bosses, peers, customers, and direct reports – see their level of effectiveness. Self-knowledge is a critical aspect of growth and development. Find out how to optimize assessments for coaching your clients in order to help them gain maximum effectiveness.

Self-Reflection – The Ultimate Coaching Tool

How can you get your client or organizational leader fully engaged in the process of coaching and, ultimately, development? Self-reflection is a proven technique that truly yields results in terms of effectiveness, coaching engagement, and changing behavior. Learn how to create self-reflection with your clients or leaders through quality questions.

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Speaking Topics
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What People Say

Aimee Hansen was so helpful to me. In my day-to-day work, I am able to expound eloquently on the work at hand. However, I have a hard time promoting or branding myself. Aimee was able to help me accent my strengths, expertise and passion.
Stacy Horn KochSKH Consulting, President
When I was President of my professional organization, the club had a crisis that threatened to split it apart. Under Aimee’s coaching, she allowed me to see this as a leadership opportunity. She encouraged a meeting that allowed all sides to get together and listen to each other. It was a unifying occasion and the crisis was averted. That year we won Club of the Year and I became President of the Year.
Connie McLeodAmerican Advertising Federation - Baton Rouge, Past President
Aimee was critical in our recent efforts to merge executive teams after a rapid industry acquisition. With her leadership, we transitioned from two groups of leaders with distinctly different ideas to become one true team, focused and excited about our future.
Michael SpunnerWhite-Spunner Construction, CHRO