Leaders want “just-in-time, just-for-me, just-enough” learning. Your stakeholders demand leadership development that delivers maximum impact with minimal disruption. How can you satisfy everyone’s needs? While the digital classroom enables most L&D to shift to the virtual world, in-person classroom sessions, coaching, and development projects won’t go away. DDI’s latest research shows that technology, when integrated with high-touch methods, accelerates learning impact and leadership growth.
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As vice president of product management at DDI, Janice works cross-functionally on the creation and launch of new capabilities and the implementation of expert models for assessment and development. She has led teams of instructional designers, writers, editors, graphic designers, technology specialists, and video editors to design and build training programs in multiple modalities for leaders around the world. She is an experienced presenter on a variety of topics, including the design of learning journeys, blended learning, the virtual classroom, and simulation development. Janice has worked with global clients in many industries, including professional services, manufacturing, healthcare, and technology.
As a leadership strategist and consulting practice leader at DDI, Kevin serves as a business advisor for customers identifying and building solutions for their leadership needs. He has worked with customers on the design, development, and implementation of solutions that range in diversity and include areas such as entry-level selection and hiring manager interview training, global front-line and mid-level leadership development learning journeys, high-potential assessment strategies that also connect to long-term learning and development programs, and senior executive and C-level assessment solutions. Kevin also leads a high-performing team of consultants focused on leadership growth and insight within DDI’s U.S. Operations Consulting Group. This team includes associates from Pittsburgh, Detroit, and Memphis, and covers clients ranging from global MNCs to numerous Fortune 500 clients located across the United States. His role is to support the growth and development of these associates as leadership consultants as they continue to engage clients at a high level. He has also presented on numerous topics related to assessment strategy and design, the interconnectivity of assessment and training for enhanced development, and the development of robust high-potential programs.
