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Lianne Leduc Consulting offers strategic advice, solutions and programs that are innovative, thought provoking and specifically tailored to your unique business situation.

Learning Advice; Program Development & Facilitation

Combining theoretical perspectives with practical approaches for a competitive advantage.

An organization’s ability to LEARN, and translate that learning into ACTION rapidly, is the ultimate COMPETITIVE ADVANTAGE. 

Jack Welch – Former CEO, GE

Strategic Learning Advice & Solutions

▪ Collaborate with organization leaders and establish cross-functional partnerships to understand business strategy, organization design and business needs required to assess the current learning & development landscape and make end-to-end recommendations to improve alignment with your business strategy and learning best practices.

▪ Conduct needs analysis and/or create learning strategies and recommended solutions that are consistent with your organization's leadership best-practices and elevate your learning & development function.

▪ Assist with implementation and provide support to ensure smooth transition as the organization adopts and adjusts to the new/enhanced model.

▪ Evaluate learning needs, training design, delivery techniques, technology, learning support and program effectiveness measures required for sustainability.

Program Development & Facilitation

▪ Design, develop and implement a vast array of customized learning & development training programs and workshops to assist private and public industry sectors in the development of their human capital resources.

▪ Facilitate a wide-range of customized learning solutions ensuring the right mix of training delivery formats and effective application of adult teaching techniques that are highly engaging and interactive and aimed at enhancing leadership, managerial/supervisory, & employee soft-skills, competency-development.

▪ Provide consulting and facilitation ranging from strategic planning sessions to assisting your organization in effective team building and cultural engagement.

Talent Management & Succession Planning

Retaining essential capabilities in the workforce to maintain business competitiveness.

Succession Planning helps build the bench strength of an organization to ensure the long-term health, growth and stability.

Teala Wilson

Talent management and succession planning are key elements in the management of the skills, talent and succession of organizational Human Capital. It provides organizations with a strategy for the retention of critical competencies and demonstrates a commitment to developing your workforce. Without a planned and deliberate approach your organization may be unable to provide its services and products at the level or at the quality expected, and potentially negatively impacting your competitive advantage. Organizations without talent management and succession planning frameworks are exposed to potential risks associated with untapped talent potential and diminished productivity, the loss of high-calibre employees, the loss of essential knowledge and skills, and the difficulties of quickly attracting new employees with the same skill sets.

These factors matter and are important to organizations because they:

 protect critical operational requirements and increase productivity;
 ensure employees are prepared and ready to cope with the changing world of work (current and future work requirements); 

 support the culture and development and growth of employees and enhance overall employee engagement;
 ensure maximum contribution and motivation of high potential employees;
 identify a range of learning & development opportunities;
 elevate skills & capabilities through training, career pathways, development action plans and accreditation.

(Cited from

Let's make Talent Management & Succession Planning a top priority for your organization.

 Collaborate with organizations to build the business case for a strong talent management strategy and succession plan with a clear link to your organization’s strategic imperatives and in terms that resonate with leaders, and the bottom-line.

 Formulate and articulate idea’s/plans to generate commitment and buy-in from leaders and employees.

 Develop innovative strategies, ensuring your organizations people strategy is aligned with the organization & business’ strategy and future needs.

 Create implementation communications, tool-kits, frameworks and action plan resources to assist leaders in assessing potential and capability of employees, identifying roles and aligning the capability and aspirations of high-potential employees and facilitating succession discussions.

 Assist with the facilitation and change management support required to integrate the talent management strategy and ensuring seamless delivery of solutions.


 Conduct a Post-Implementation to evaluate and assess initiatives and provide recommendations to enable sustainability.

Organization Transformation; Effectiveness & Change

Aligning your organization's design, process & talent with your business strategy to enable sustainable change.

Change occurs when something ends and something new or different starts. The time period between the two is transition. This is where we have to learn to let go of the old and embrace the new. Usually it means moving from the familiar to the unknown. Even when the change is positive, there is a psychological process which affects us. Most of us have a strong response to any change, one of the strongest can be a feeling of loss, along with the struggle to accept the new direction. Whether the loss is good or bad, it is often this sense of loss that creates anxiety in the individual about the change.

Cynthia Scott, Author: "Managing Organizational Change)

Digital and emerging technologies, changing market conditions, and regulatory pressures are common external forces that drive business transformation. A constant theme for the past few years has been how globalization and the economic crisis have forced organizations to rethink their strategies and change the way they operate. Many organizations are switching their focus from markets to products or competitors, rather than looking at the big picture. This can result in piecemeal change initiatives rather than looking at the overall organizational design as a way to support Human Capital and business. When organizational strategy changes, structures, roles, and functions should be realigned with the new objectives. This doesn’t always happen, and can result in responsibilities being overlooked, staffing can be inappropriate, and people — and even functions — can work in silos or against each other.

(Cited from Harvard Business Review -

Here's how we can assist your organizational transformation & change needs.

Organization Design & Effectiveness


 Work with organizations to effectively align business strategy, structure and people by conducting organizational structure analysis and make recommendations for optimal structure design, productivity improvements and enhanced talent capabilities.

 Provide a disciplined framework and apply Organizational Design guiding principles and best practices in the areas related to structure, operating models & reporting relationships; role design & accountabilities and levels of work.

 Assist in the implementation and communications required to operationalize changes and embed and sustain the changes.

Change Management Practices

 Provide support in understanding what People Change Management is; Why it matters; and how it aligns with strategy, culture and values.

 Incorporate change management methodology to define People Change Management roles, and personal leadership capabilities critical to effectively execute on roles.

 Provide education, tools and resources to assist leaders in developing People Change Management capability across the organization.

Plan & Align

Engage core stakeholder teams aligned and engaged with a change and set the direction.

Prepare & Engage

Educate employees on the changes to how they think, act, work, and inspire them to deliver.

Adopt & Sustain

Ensure employees feel invested in order to deliver sustainable change.

Learning & Development
Talent Management & Succession Planning
Organization Transformation & Change

HR on Retainer

For small and medium-sized businesses that are growing or making changes to create or improve a sustainable,

“Best Practice” workplace.

“Great vision without great people is irrelevant.”

Jim Collins, Author: Good to Great

Skillfully navigating complex HR issues is not a luxury – it is an essential factor of your business’s bottom line.  With our HR on Retainer packages, we can help you realize your vision of an ideal workplace, so you can attach, motivate and retain talented, productive, engaged employees who will help you grow your business.  Our HR on Retainer Service provides end-to-end HR and is ideal for small and medium-sized businesses that are growing or making changes to establish or enhance the workplace.  Retainer Services range from scheduled consulting every month in order to help you uncover your most pressing human capital challenges to full access to an Engaged HR professional to Guide HR Management:

  • Aligning policies to expansion

  • Ensuring compliance with employment laws practices are adhered to

  • Managing growth-related employee challenges

  • Developing and implementing programmes to define and promote organizational culture

Receive ongoing HR support; ​guidance, and trusted advice

For organizations requiring ongoing HR support & services our HR Retainer options are cost-effective, flexible and reliable – it’s like having a top-tier HR executive onboard, without incurring the 6-figure salary.  For a fixed monthly fee, your business receives Human Capital development and management expertise, ranging from advice on day-to-day Employee Life Cycling issues to Senior Level Strategy Development. Our HR professionals become familiar with your business needs, so you can focus on building your bottom line.

HR on Retainer Services

  • Go-To- HR & Learning Resource

  • Unlimited Phone Calls

  • Unlimited Email Contact

  • On-going Strategic Consulting

  • General HR Guidance & Advice

  • Custom HR Projects & Learning Solutions  

  • Scheduled Client Meetings

  • HR Consultant On-Site

  • HR Administration Services

HR on Retainer

Employee Life Cycle & The Return on Investing In People

Creating your organization as an ideal place to work so that you can attract and retain “Best in Class”, loyal, talented, and engaged employees.

"When people are financially invested, they want a return. When people are emotionally invested, they want to contribute."

- Ryan Scott

Given the importance of your employees, the same concept applies to their journey: the employee lifecycle. Mapping the employee journey and focusing on the employee lifecycle provides you with the chance to gain and/or maintain a competitive advantage by: Attracting, Motivating and Retaining Top Talent.


The war on talent is fierce and staffing is all about hiring the right people with the right skills at the right time. Making sure you hire well is so important. Committed, motivated, qualified employees help your organization achieve its purpose. Hiring right can be time consuming, but human capital resources are a substantial investment and limited financial resources mean that hiring mistakes can be a huge financial burden. The cost is compounded when a hiring mistake erodes employee morale and disrupts your organization. Additionally, the hiring process must be carried out fairly to avoid expensive and reputational risk.


Once your new hire is established in the business and have found their feet, employees need new challenges to continue their learning and development. This motivates them, boosting both engagement and productivity – a win-win for employees and the organization overall. A lack of progression often causes employees to look elsewhere, hitting your bottom line and causing disruption when they depart. 


If you want to win the war for talent, you need to request feedback from employees regularly and throughout the employee lifecycle, following best practices to keep them engaged.  The old-dated annual employee survey is no longer enough – you need to open an ongoing dialogue and get insight regularly through pulse surveys and  feedback at every interaction to meet today’s employee lifecycle challenges.

The Return on Investing (ROI) on People

Articulating the return on investment (ROI) of People Practices is extremely challenging. Unlike other departments in the organization, the output of the People Practices are not always directly tied to business outcomes and often have fewer measurable outputs. Because of this, it’s difficult to demonstrate the absolute value of making investments in your talent or talent practices.


However, research shows that even small improvements in hiring, onboarding, and managing talent can result in significant ROI for the business.


To help assess the business impact of People Practices a new concept known as Employee Lifetime Value (ELTV) has been developed too compare the relative return of People Practices.

The 4 ways to increase/maximize ELTV



An excellent hire has a higher maximum output from the beginning, plus has the added effect of attracting & elevating other top performers.

A better On-Boarding program

Managing employee onboarding in a systematic way is a key component of a Talent Management Strategy – it’s not an event, it’s a key process highly correlated with the new employees’ success & their ability to make a positive impact. No matter how talented the new hire is, on-boarding is about establishing the foundation to top performance on an accelerated schedule.

Accomplishes two goals: 

- Decreases the time it takes an employee to become a fully contributing member, & 

- Significantly increases the likelihood that the employee will stay with the company long-term.

Great Management & Development Practices

Involving coaching and training to increase the value an employee brings to the organization over time.

Management & Culture

A strong management practice & positive culture are directly correlated with retention, which results in an increase in ELTV.

Employee Life Cycle

Innovative & Custom Solutions

Specifically tailored to your unique business situation.

“Average companies give their people something to work on. In contrast, the most innovative organizations give their people something to work toward.”

- Ryan Scott

Your businesses HR Challenges may require more than a quick fix.  We will work with you to determine which combination of services best addresses your immediate and long-term needs.


When you have a specific HR or Learning task that needs to be addressed such as a recruiting campaign, succession plan, staff transition, leadership development; training; new policies & procedures – or a people-management challenge – you can bring us in to manage seamlessly. 

Our Custom HR Solutions are ideal for organizations that normally handle their own day-to-day HR but that are faced with specific HR projects and initiatives that stretch their own resources or go beyond their capabilities.

Innovative Custom Solutions

Get in touch!

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