Nanette Miner, Ed.D.

The Training Doctor, LLC

The Training Doctor is the leading advisor to small and medium-sized businesses in the (much-needed) area of succession planning and the professional development necessary to have ready and capable future leaders. 

𝗔𝗯𝗼𝘂𝘁 𝗧𝗵𝗲 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗗𝗼𝗰𝘁𝗼𝗿: 
We help companies through “tiered” services that build upon one another. Every engagement is tailored to the client and their specific industry.

𝗜𝗴𝗻𝗶𝘁𝗲 is a two-day workshop that includes all senior leaders and dives into an organization’s leadership pipeline - determining the readiness level of future leaders and what professional development will be needed to prepare them to lead.

𝗟𝗶𝗳𝘁 is our unique process of defining career and learning paths for the entire organization - which makes attracting and retaining talent much easier and ensures future leaders are prepared with both leadership skills and organizational/functional knowledge.

𝗦𝗼𝗮𝗿 focuses on developing leadership capabilities in a͟l͟l͟ employees through the use of cross-functional peer learning groups that are custom-designed to achieve YOUR goals.

🔹	We've been helping organizations to develop their leaders for over 30 years
🔹	We're committed to developing the next generation of business leaders - YOUR leaders
🔹   If you are the CEO / Owner / COO or CHRO of a 100 - 700 person organization, let's take 15-minutes to talk about the future you envision for your company and who will get you there. 


= = = = = = = 
Learn more at www.succession-planning-pro.com 

Still reading? Cool. If you sign up for the 90-minute exploratory call on the home page - use FREECALL as your promo code.

Managing Consultant / Succession Strategist

Vistage Worldwide, Inc.

I speak on the topic of Succession Planning for small and mid-sized businesses. We discuss:

⭐ What defines a leader in YOUR organization? (So you know how to train internal leaders or - more importantly - what to look for when you are looking to hire leaders from outside your organization.)

⭐ How to develop a succession plan that include breadth (people who know more than just their job / speciality) and depth (creating a pipeline of future leaders, not just tomorrow's "replacement" leaders). 

⭐ How to start (and sustain) leadership development that is easy, effective, and economical. It doesn't take $$ so much as commitment to the process.

Vistage Speaker / Vistage Ambassador

Association for Talent Development (ATD)

Eight times a year, I taught a course in Adult Learning Theory, live and online, using WebEx Training Center.   I designed and developed the course for ATD. I also designed many of ATD's popular online certificate programs - such as Human Performance Improvement - for other facilitators to deliver.

Facilitator

Get our Succession Planning 12-month Planner here! http://tinyurl.com/successioncalendar

My work - really, it's a mission - is to help business owners to leave a positive legacy, retire confidently, and enjoy a well-earned, relaxing, and wealthy life.

How do I do it? 

By helping them design a succession plan that ensures the company continues on, successfully, once they exit. 

𝗧𝗼 𝗯𝘂𝗶𝗹𝗱 𝗼𝗿 𝘁𝗼 𝗯𝘂𝘆? 
It is 100% more effective to bring your future leaders up from within the organization BUT it is a process - a process that includes 
- Identifying the vision and goals for your company's future
- Knowing what values define a leader in your organization 
- Creating career paths so that people see a future with your company 
- Establishing coaching and mentoring processes 
- Using assessments to identify aptitude and potential
- Providing professional development that encompasses MORE than just skills training (ask me about our peer learning groups)
- Preparing everyone in the organization for leadership roles 
- Integrating performance reviews with business objectives and individual's professional development
and more!

You see why we need to get started ASAP, no? 

Give me a call (contact info below) if you'd like to learn more about our proprietary succession planning process. Because of the importance of the work, I work with a very limited number of clients per year. 

〰️🔹〰️🔹〰️🔹
In addition to my advisory work in succession planning, I also support small businesses by
⭐ Having authored 8 business books
⭐ Writing regularly for industry publications (see https://www.clippings.me/drminer)
⭐ Speaking regularly at industry events and conferences
⭐ Volunteering as a SCORE mentor 
⭐ Speaking monthly to various Vistage chapters around the US on the topic of "Succession Planning and the Role of Professional Development." 

〰️🔹〰️🔹〰️🔹

✉   nanette@trainingdr.com
☎  +1 843.647.6304
🌎  www.succession-planning-pro.com
☎️  book a date/time here https://bookme.name/DrMiner

Vistage Speaker

Momentum HCA

Every business has untapped potential—the key is aligning structure, culture, and talent to unlock it. At Momentum HCA, we partner with organizations to create strategic, people-first solutions that drive real, measurable growth.

Whether it’s redesigning organizational structures, transforming company culture, or optimizing talent strategies, we provide end-to-end human capital solutions that fuel performance. Our executive search services connect businesses with top-tier leadership, while our HR and workforce strategies ensure sustainable success.

What sets us apart? We don’t just advise—we quantify the ROI of human capital initiatives, proving their direct impact on profitability, productivity, and retention. With a national presence and deep industry expertise, we help businesses build stronger teams, navigate change, and accelerate success—turning strategic vision into reality.

That’s why our partners trust Momentum HCA to help them achieve their business objectives.

Momentum HCA. Transforming Organizations. Inspiring Results.

Executive Vice President, Head of Organizational Effectiveness

Sr. Partner, Organizational Design & Culture

The Chicago School

Instructor within the Master's program for Industrial-Organizational Psychology. Courses taught:

- Organizational Leadership
- Managing Changes in Global HR Management
- Organizational Culture & Design
- Job Analysis & Employee Selection
- Managing Organizational Diversity

My goal as an educator is to inspire students to think critically, embrace continuous learning, and confidently apply their knowledge in their careers. By fostering curiosity, collaboration, and a growth mindset, I aim to prepare students not only to succeed academically but also to thrive as innovative and adaptive professionals in an ever-changing world.

Adjunct Professor

Culture Elevation Consulting LLC

Culture Elevation Consulting is how executives and their organizations achieve breakthrough performance while navigating conflict and change with confidence.

It’s all about building the capabilities of Conflict Mastery, Change Leadership, and Continuous Resilience to sustain growth and achieve the transformation desired.

According to McKinsey research, companies with effective leadership communication are 8 times more likely to succeed in organizational change, yet 70% of transformations fail to meet stated goals, perpetually stuck in a harmony-seeking versus growth-driving mindset. 

So if "what got you here" is now resulting in the growing pains of stalled transformations, change resistance, leadership avoidance of crucial conversations, or breakthrough performance bottlenecks, you're seeing the bottom line impact of that leadership gap.

Whether it's Executive Coaching, Change Advisory, or Workshop Facilitation, only Culture Elevation Consulting builds the capabilities that turn organizational tensions into competitive advantages so you can move from growing pains to sustained momentum.

Founder & CEO

ACMP MIDWEST CHAPTER

President

Manage team of Directors
Implement and evolve enhanced volunteer experience strategy
Increase retention of members as the largest chapter of ACMP Global

Vice President

Managed team of 5 volunteers
Tripled attendance numbers for webinars
Evolved function to be more data-driven and member-centric

Director of Learning & Professional Development

- Speaker, Offbeat Sparks Spring 2025, "The Power of Conflict"
- Speaker, DisruptHR Spring 2025, "The Power of Conflict"
- Panelist, 1871's ScaleUp Conference for Growth-Stage Founders: "Future of Work & Investment"
- Featured Speaker for HR Leadership Roundtable, Advanced Resources: "Leadership of the Future"
- Panelist, Hacking HR: "Building the Foundation: Creating a Tech-Savvy HR Competency and Skills Framework"
- Latino DEI Summit, "Using Change Management to Make DEI Stick"
- Panelist, Hacking HR People Analytics Conference: "Diversity by Design: Using Data-Informed Approaches for Inclusive Workplaces"
- Panelist, Hacking HR September Series: "The Art of Change Leadership"
- Panelist, All Before Dinner event: “Empowering Women at Work”
- Moderator, Women Impact Tech Conference, "Get Paid What You're Really Worth: Salary Negotiations and Managing Career Pivots"
- Panelist, Hacking HR April Series: “Building and Sustaining Trust at Work” 
- Speaker, Colorful Connections: “The Importance of a Safe Space at Work”
- Panelist, Hacking HR Inclusion & Belonging Conference: “Change Management: Bringing Everything Together to Create a Strong and Unbreakable Culture of Inclusion and Belonging”
- Speaker interview by HRTech247: “DEI: Diversity, Equity & Inclusion – What it means & how to look at this topic”
- Speaker, CS & Phenom Webinar: "Collecting Critical DEI Data in the Workplace"
- Moderator, Cultivate Conference, "Building a DEI Strategy for Lasting Change"
- Speaker interview by ChangeNerd: “Creating an Inclusive Workplace”

Faculty for Hacking HR -- Instructor for "Leveraging Analytics to Create a Data-Informed, Business-Oriented and People-First Organizational Culture" and "Measuring, Sustaining, and Scaling Change"

Professional Speaker & Moderator

Collaborative Solutions, LLC

Reported to Chief Culture Officer as Global DEI leader and member of Senior Leadership, supporting 2,000 employees. Drove transformation of People Services and overall Internal Operations to become more diverse, equitable, and inclusive, and managing 15 Employee Resource Group (ERG) Leads, D&I Council Leads, and Specialists. Coached executive leadership; guided department-targeted efforts.
•	Reduced employee experience gaps between racial and gender demographics, while simultaneously seeing employee ratings of diversity and inclusion questions ranking in the top 5% of industry, per engagement survey.
•	Led evolution of compensation strategy, guiding team of Compensation experts and Senior Leadership to achieve racial and gender pay parity.
•	Partnered closely with People Operations and Talent to ensure DEI is woven through People processes across regions, such as in Employee Handbook, Talent Acquisition, Succession Planning, Performance Management, and Learning. 
•	Advised People Operations on all employee relations and benefit offerings by country and providing awareness.
•	Drove Corporate Social Responsibility Volunteer efforts, resulting in increased global participation.

Vice President of Diversity, Equity and Inclusion

Reported to Chief People Officer, member of Senior Leadership. Built global DEI function as organization’s first-ever DEI Leader, supporting 1,300+ employees, managing 10 ERG and D&I Council Leads, and indirectly managing 5 Specialists.
•	Completed organizational analysis of data and analytics current state; revamped data capture and reporting. 
•	Led transformation of Performance Improvement Process in partnership with People Ops to mitigate bias.
•	Embedded Inclusive Habits curriculum into various forums to support company-wide DEI efforts.
•	Company named by Mogul in Top 100 Workplaces with The Best D&I Initiatives.

Head of Diversity, Equity and Inclusion

Led change readiness, communications, and/or training for companies ranging from 800+ employees to 30,000+ employees across industries such as Higher Education, Electronics, and Healthcare undergoing digital transformation via Workday. 
•	Drove Workday People Experience effort—devising plan for readiness and offerings, advising clients. 
•	Partnered with Chief Culture Officer on Diversity & Inclusion initiatives and provided thought leadership. 
•	Launched and led Inclusion & Belonging Committee and Women Together ERG.
•	Completed company Remote Deployment Guide; designed and delivered micro-learnings for Delivery organizations.

Consultant, Organizational Change & Training

Camelot Illinois

HR Business partner, supporting 350+ employees between start-up and parent company, Camelot Lottery Solutions (CLS). Spearheaded strategy development, evolution and delivery of People function including engagement, onboarding, development, performance management, DEI, and internal communications for this start-up. 
•	Through the design of pre- and onboarding solutions, 98% reported having been engaged throughout the pre-boarding process; 95% of employees agreed they had been provided with the tools to be successful in their roles going forward.
•	Created an organizational workshop "Leveraging Cognitive Diversity" for productive conflict and increased innovation.
•	Partnered with Executive Leadership to design inclusive Succession Plans and provide relevant coaching. 
•	Led development of company-wide learning curriculum and owned graduate rotational program.
•	Led implementation of learning technology solution and supplements for CLS, inclusive of customizing content via Adapt Builder authoring tool, reaching employees in five countries.
•	Company recognized on Built in Chicago’s 50 Best Small Places to Work (#6) and 100 Best Places to Work (#16).

People & Organizational Development Manager

Stroz Friedberg, an Aon company

Designed, implemented, and managed global, large-scale learning and organizational development programs, supporting 550+ employees, and oversaw cultural integration of acquired companies in partnership with senior and executive leadership. 
•	Conceptualized and implemented highly visible, first of its kind global employee rotational program, including leading meetings with senior leadership, managing performance review process, compensation modeling, coaching leaders and mentors, mapping foundation skills, and creating and facilitating orientation for incoming associates.
•	Designed company engagement analysis and obtained metrics to develop programs addressing challenges. 
•	Negotiated a savings of over $125K with third party HR and Learning and Development vendors annually.
•	Partnered with corporate finance team to provide oversight on the aggregated department L&D budget of up to $1MM annually. Provided yearly expense and forecasting analysis to business unit leaders.

HR Lead - Learning & Organizational Development

Reported directly to Head of HR, supporting 300+ employees. Created and managed organizational learning and engagement. Performed generalist duties as needed, such as talent management, reduction in force, employee relations.
•	Implemented e-learning platform across the organization; oversaw and promoted e-learning programs.
•	Partnered with business units to create and standardize firm-wide, global on-boarding process, customizing as needed per department. Managed recommendations and selection process for topics and led roll out of company training.
•	Recruited for Due Diligence business unit and managed ad hoc projects.

Senior Human Resources Coordinator

School of Visual Arts

•	Delivered and supported HR generalist activities inclusive of recruitment and interview of candidates, tracking and management of new hire data, acting as the liaison between new hires and respective hiring managers to on-board and transition the employees into the organization, managing global mobility including H1-B and O-1 Visa documentation and partnering with legal to ensure requirements are met. 
•	Managed HR communications and announcements for SVA internally as well as with external partners. Trusted HR partner who assisted leadership in tracking/developing the entire departmental HR budget.
•	Strategized and led digitization project whereby several thousand personnel files were to be converted into electronic database under a newly created filing system, ensuring compliance to new system as appropriate. 
•	Supported management in promotional decisions including salary and title changes, employee relations issues, and performance management. Generated various management reports including salary analysis to measure organization market competitiveness which led to internal and external equity adjustments.

Human Resources Assistant

American Eagle Outfitters

•	Provided advisory services to associates regarding performance expectations, policies of the company and navigating company culture. 
•	Fostered growth and provided development recommendations for associates through detailed training in brand education. 
•	Conducted employee investigations, issued performance improvement plans and improvement strategies. 
•	Recruited, pre-screened, interviewed, hired and on-boarded over 400 associates for the American Eagle Outfitters Times Square flagship store in New York City in less than 3 months. 
•	Overhauled the performance of another NYC flagship store location by bringing the store up to code and in compliance with labor laws and regulations, implementing a standardized onboarding process, conducting performance reviews of associates and partnering with the store manager to implement training and performance improvement plans.

Human Resources Lead

Global Culture & Organizational Development VP | Strategic Human Resources | Change Leadership | People analytics | Engaged workplaces | Embedding habits of a growth mindset

With 20+ years progressive experience in People & Culture--spanning Human Resources, Organization Design & Development, and Change Management--I provide a unique lens to help organizations realize their vision. I've built People Strategy and functions for over a decade and am passionate about empowering companies to scale for sustained success, as well as empowering leadership with the capabilities to drive sustained growth.

According to McKinsey research, companies with effective leadership communication are 8 times more likely to succeed in transformations, yet 70%fail to meet stated goals, perpetually stuck in a harmony-seeking versus growth-driving mindset.

So if "what got you here" is now resulting in the growing pains of stalled transformations, change resistance, leadership avoidance of crucial conversations, or breakthrough performance bottlenecks, you're seeing the bottom line impact of that leadership communication gap.

Book a free appointment today to learn more.

taplio

The Battle

Nanette Miner, Ed.D.

Alexandra Prassas, SPHR, CCMP™

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