When Amber Bray started working as a manager with an international marketing firm, she discovered something new. She loved working with people to help them be as effective as possible. From that stemmed her mission to inspire others to live their best life personally and professionally.
Amber’s successive work in human resources gave her the opportunity to see how an organization works behind the scenes. Motivating people to become fully engaged in their success and realize that their contribution has incredible impact helped her realize this was exactly where she belonged.
In July of 2004, Amber joined Jeppesen as ODNT in its newly formed Organization Development department, led by Senior Manager, John Hollander.
Her position covered everything from strategic directives to day-to-day operations, and it promised to make good use of her burgeoning talents.
“Jeppesen was founded in 1932 with a great legacy that has offered classes to build employee skills throughout the years. With such a successful company, it became necessary to move from answering every HR need with a training course, to developing a more well-rounded approach,” said Amber. They began with corporate assessment to find out exactly what the company needed.
“Building a comprehensive orientation program was our first project. We needed a resource that would help us complete the project in just two months. That’s when we found Michelle Kelly and Education Partners, Inc. (EPI). Their knowledge and capabilities were perfect to help us brainstorm, develop and produce a strong orientation program. And Michelle’s enthusiasm kept us motivated and on track,” Amber said.
Next they focused on leadership development. “EPI helped us create our “Situational Leadership” program, a tiered approach that walks managers through best leadership practices and corporate policies and procedures. This program will continue to run quarterly as a valuable training for new managers to become effective leaders at Jeppesen,” Amber continues.
They have also focused on corporate culture, and helping employees “manage-up” through a program called, “Self Leadership,” where employees learn to ask for what they need and implement solutions to work toward goals.
“We couldn’t have completed these programs without EPI,” Amber shares. “They have strong abilities in e-learning and blended learning, and are a dependable “extra hand” to brainstorm with and evaluate ideas. Their creativity and polish make content interesting and to make a great presentation.
“Our department in involved in everything from helping employees do their job more effectively to building “stretch assignments” that take them out of their day-to-day routine. With EPI we have begun the process of helping them understand that development isn’t only about training, it’s to help them become empowered in their position, to do the best work they can for their customer, and most importantly, to realize how valuable they are to Jeppesen.”