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Liza Taylor is the Founder and Principal Consultant at Change Consulting in Los Angeles.  Liza has been developing organizations for the past 10 years in human resources, organization development and learning roles.  She has also worked internally as the Director of Talent Development for Hulu, in Talent and Organization Development for an Omnicom Group company called Creative Channel Services, and in Corporate Human Resources in OD for The Walt Disney Company.  While at Creative Channel she implemented a social learning technology platform with aspects similar to Facebook, Twitter and YouTube.  This implementation earned the company placement on e-Learning Magazine’s 2012 Top 100 List for learning innovation and cemented her commitment to Social Learning.  Liza has drawn on a variety of modalities throughout her career such as World Café, Polarity Management, Appreciative Inquiry, Strategic Planning approaches, Learning Reviews and Open Space.  She currently consults in Social Learning, Organization Development and Non-Profit Board Effectiveness. Liza received her Master’s degree in Organization Development from Pepperdine University and her Professional Designation in Human Resource Management from UCLA.  She completed her undergraduate studies in Cultural Anthropology graduating Summa Cum Laude from the University of California Santa Barbara and also studied French and Civilization at the Sorbonne in Paris.

Liza Taylor

Listening Skills Training details the elements of effective listening and provides structured workshops tailored to your organizations communications needs.

Listening Skills Training

Lisa is an order picker for a large e-commerce company in Phoenix, Arizona. Given all the economic uncertainty, she worries about her job security. She struggles with rising living costs and providing for her two kids while also helping out her brother, who has some health issues.Her worry, stress, and busy life sometimes get her down. But Lisa knows she can always call her career coach for some support and reassurance when things are tough. In fact, everyone Lisa works with can book a call with a coach whenever they want from an app on their phones.This is not a vision for the future; this is possible now. Flexible models of coaching provision now make it possible to extend coaching across your entire workforce.Career Coaching for AllCoaching is no longer limited to a perk for high-potential, white-collar employees; it can be an essential part of your development and well-being offer for everyone. Coaching has long been proven to deliver return on investment (ROI) wherever it’s deployed. However, it’s rarely offered to frontline employees like Lisa. The current uncertainty facing employees like her now makes it increasingly important to provide support, engagement, and motivation. Gallup’s latest Life Evaluation Index shows that more employees (X percent) now classify themselves as “struggling” than during the pandemic (45 percent), and the percentage of those who are thriving is at an all-time low. Investors are now taking an interest in how organizations manage mental health and well-being for their workforce, too. One benchmark of more than 100 global organizations reports that 83 percent of them fall into the bottom two tiers for how they manage mental health at work. Yet the payoff can be significant—research from Deloitte found that investment in supporting employees’ mental health delivers a 370 percent ROI. When you consider that the World Health Organization estimates that, globally, poor mental health costs $1 trillion per year in lost productivity, there is a substantial business benefit to addressing this issue.L&D leaders can partner with colleagues in benefits to make coaching for all a valuable component of their company’s well-being and healthcare programs while also contributing to engagement and retention.A New Model for CoachingWhile offering coaching to employees—including those like Lisa—can bring numerous advantages, it’s essential to deliver it in the right way. Rather than purchasing a limited number of licenses and determining who gets to use coaching and when, it’s better to put that power in employees’ hands.With employee-driven coaching programs, employees themselves not only decide if and when they want coaching, they can also choose from a selection of coaches and select the topics they want to discuss. This ensures that the sessions are a good use of their time, focused on the challenges most important to them, and completely confidential.And since such programs can operate on a pay-per-session basis, you can ensure a targeted, efficient approach that delivers clear ROI. Tailored Coaching, When Employees Need It MostThe reasons to connect with a coach are numerous. In Lisa’s case, it could be stressors outside work that are distracting her focus at work. Or it could be to support her in career advancement, skills development, and productivity. Whatever the case, a mobile app can take care of all the arrangements, so deskless employees can manage their coaching with ease.To learn more about how you could benefit from an employee-driven coaching program—one that ensures even your frontline employees can benefit from access to coaching—request a demo. Or, if you’re at ATD 2025 in Washington, DC, drop by booth 2643 to see it in action.

How Coaching Helps Frontline Employees in Times of Uncertainty

Burnout is pervasive in today’s professional world, particularly among leaders. In fact, DDI’s research reveals that 72 percent of leaders report feeling used up at the end of every day, with rates even higher among women and minorities. It’s no wonder given the relentless demands they face—balancing packed schedules, coaching teams, executing initiatives, and shaping strategy—all on top of personal responsibilities.Given these pressures, HR professionals cannot afford to ignore burnout. Its long-term effects can be damaging for your leaders and organization: retention drops, quality of work declines, and for leaders, physical and mental health can suffer.The good news is that burnout isn’t inevitable. By providing the right environment and tools, HR can play a critical role in supporting leaders and preventing burnout.Ahead, we’ll explore three important ways you can prevent leader burnout: cultivating psychological safety, providing personalized training and support, and developing a strong leader pipeline.Build a Culture of Psychological SafetyTo create a resilient workplace, begin with culture. An organization’s culture profoundly influences how people behave and feel about their work.Protecting leaders from burnout requires cultivating an environment where they (and their teams) feel empowered to give candid feedback, collaborate effectively, and voice dissenting opinions without fear of retaliation. These behaviors thrive in a culture defined by psychological safety, empathy, transparency, and ethical integrity. Between deadlines and high-stakes presentations, occasional stress is unavoidable. However, when organizations lead with empathy, they see higher employee engagement and productivity, and lower rates of burnout.HR should establish and maintain workplace norms that encourage psychological safety and empathetic leadership.Strategies for HR to foster a psychologically safe culture include: Consistently champion and reinforce organizational values.Model vulnerability and transparency from leadership. Implement processes for safe escalation of concerns. Hold all employees accountable for ethical standards. Celebrate actions that reflect the desired culture. Provide Personalized Development for LeadersDeveloping capable leaders is another powerful way to prevent burnout. The key? Start by assessing each leader's strengths and growth areas to focus on development needs.Today’s leaders can’t wait for comprehensive 360-degree assessments that only appear every few years. They need immediate, objective feedback on exactly what to continue doing and where to adjust to support their development. One-size-fits-all training that doesn’t target specific needs only contributes to their time crunch and burnout risk. With real-time assessment results, HR can provide highly relevant, targeted development, giving leaders tools and a safe environment to practice their skills ahead of challenging situations.DDI’s research has identified seven critical skill areas that are associated with lower rates of burnout: Empathy Coaching and Delegation Influence Leading Change Leading Virtual Teams Driving Inclusion Developing Future Talent HR is uniquely positioned to help leaders address skill gaps to not only improve their capabilities but also reduce burnout risk. Finally, consider incorporating peer learning into your development program. While leadership can be isolating, bringing together leaders who face similar challenges helps build empathy, strengthen networks, and encourage mutual learning and coaching for shared growth.Develop the Pipeline of Emerging LeadersA plan to protect leaders from burnout wouldn’t be complete without designing a strategy to cultivate future leaders within the organization.As experienced leaders become overburdened, HR can ease their workload by building a robust pipeline of emerging talent. Nurturing future leaders not only provides growth opportunities that retain top performers but also ensures a steady supply of skilled leaders who can step in and share the responsibilities. Try these strategies to strengthen your leadership pipeline: Leverage a strategic, data-driven approach to identifying high potentials.Identify and develop high-potential talent at all levels.Focus on leadership potential—not just performance—by carefully observing critical skills like interpersonal skills, coaching, and building trust. Roll out development initiatives to nurture emerging leaders, including formal training, stretch assignments, and coaching.ConclusionHR's role in preventing leader burnout extends beyond crisis management. By fostering psychological safety, offering tailored development, and cultivating a strong talent pipeline, HR can proactively build a sustainable, high-performing workplace where leaders truly thrive.For more on preventing leader burnout, visit our blog, Understanding Burnout Culture: 10 Ways Leaders Can Reduce Workplace Stress, and discover how leaders can fight burnout at work.

3 Keys for Preventing Leader Burnout

Branched, personalized, and adaptive e-learning offers opportunities for instructional designers to tailor content to the behaviors, abilities, choices, and preferences of individual learners.

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