Executive Coaching

“Jane Schenck has worked with a number of key FMC executives and managers and has proven herself an effective, insightful executive coach. She does a great job of understanding the executive’s strengths and development needs and, ultimately, getting them to better understand themselves, engage in self development, which in turn, improves their impact on others.”

— D. Michael Wilson, President, Specialty Chemicals Group, FMC Corporation

“Jane’s interpretation of feedback tools helped me determine alternate pathways to strengthen my leadership impact. She brings a human quality to the process that enriches the engagement.”

— Executive General Manager

“Jane was great support in the leadership development process we undertook, interpreting feedback and helping me derive valuable development actions. She was well prepared for the sessions and, through her vast experience, she was able to give me recommendations that are very important.”

— High Potential Leader, Shared Services Unit, German-based Organization

“Jane’s insight in performing my review—interviewing many people on my behalf and coaching my understanding of the feedback has opened my eyes to ways that I can take my performance to the next level”

— High Potential in a North-East in a Scientific Technological Firm

Consulting Partnerships

“I began working with Jane in 2005 as Cricket was implementing a system wide competency program. This program was at the heart of our Integrated Talent Management conversion. Jane was absolutely indispensible to our maturation. As I worked with Jane I quickly realized what a talented individual she was. Her incredible and deep subject matter expertise on competencies and leadership development were remarkable. She was critical to my success as I developed Cricket’s OD roadmap.”

— Brian Tyler HR Director, Cricket Communications

“Jane has an ability to distill the vast amount of research done in leadership development and organizational behavior into actionable advice. Her work in developing current and future leaders is extremely valuable to both the individuals that work with her and their organizations. Organizations that fully implement the leadership development practices promoted by Jane, will clearly have a sustainable competitive advantage in today’s business environment where strong leadership matters more than ever.”

— High Potential Director, Northeast Firm

”Jane is extraordinary. Not only is she incredibly smart, she is passionate and thoughtful. She built a foundation for our team which included people from varied professional and educational backgrounds. She lifted up those of us who were struggling to understand and invested time in those of us who were thirsty for more. This experience changed my professional life.”

— Tara Broce Borchers SPHR, Senior Leader Development, Dominion

“Jane is a quick study. She easily absorbs the issues and challenges of an organization, then partners to design and deliver a solution that is effective, valuable and that transfers learning into the organization.”

— MaryBeth Rosevear, Director, Talent Management, Lowe’s Corporation

“I had the opportunity to work closely with Jane Schenck when I was the VP for Training and Development at Citizens National Bank (currently Nextier). I had developed a Talent Strategy for the bank and needed the tools to help implement it. This was my first exposure to the Lominger tools and Jane. Jane’s knowledge, intellect, and visionary thinking around leadership and talent provided us with the practical application of the Lominger tools to our Talent Strategy. Jane listens and draws upon her vast knowledge and experience to provide specific and practical suggestions to help you determine solutions that work best for your organization. Jane also worked with our senior leadership team to introduce to them the Lominger tools and coached them in 360 feedback. Our senior leaders easily bought into the use of competencies and the tools that would support our talent strategy going forward. I never come away from a conversation with Jane without learning something and becoming inspired.”

— Kim Rhule, former VP, Training and Development, Citizens National Bank

“Jane is without peers in her expertise in developing the leadership pipeline and using state of the art tools and processes to ensure success. She worked with our senior management team to do a full scope intervention before other organizations even knew what 360 feedback, competency modeling, development planning and coaching were about. Not only did she win the confidence of the senior leaders, but taught me how to use a variety of tools and practices going forward that have proven successful over the test of time. She freely shares her expertise and never leaves you wondering about her deliverables. In summary—Jane is a pleasure to work with and a true professional.”

— Internal Talent Management Executive, Wall Street Financial Institution

Develop for Readiness

“She is a quick study on the business and leader culture. Because of her wealth of experience with other businesses and her depth of knowledge of leading research and HR practices, she was a very effective and credible presenter and partner.”

— Meredith Baker, Human Resources Chief, Va. Dept. Transportation

“In addition she worked closely with me on creating a strong 360 program for Cricket. I worked with her over several months as we implemented a 360 development program for my VPs and HIPO Directors – many of whom were promoted within 18 months of their 360 experience. The program was so successful that Jane came in and worked with Cricket’s HR team developing their skills with 360 feedback and related development programs. My OD team was also involved and have become a stronger resource to the organization because of the work she did with them.”

— Brian Tyler, HR Director, Cricket Communications

“Your work with us in designing the selection criteria for future leaders, orienting the nomination and their managers, providing the solid foundation for the leaders’ self knowledge and career development plans, has been invaluable. Three years into the program and we already have measurable results.”

— Thelma Phillips, Director of Leadership Program, Va. Dept. of Transportation

“Your work with our senior management team helped me to build a consistent language and understanding of competencies. This continues to enhance our selection process and our development of key employees. The streamlined approach we took to “Talking Talent” has helped us to truly zone in on our employees strengths and development needs. It has also help us to make more appropriate placements for using our employees strengths and for stretching our more “agile” people into true developmental assignments.”

— Josephine Faia, HR Director, FMC BioPolymer

Succession Planning

“Jane is resourceful and has shown great flexibility in helping our top executives and HR professionals grasp the salient points of learning agility and how to use competencies for selection and development. Thanks to Jane’s support and our Strategic Talent Management initiative, FMC now has a strong platform on which to build a robust pipeline of talent and “ready now” successors for key jobs”

— Kenneth Garrett, SVP, Human Resources, FMC Corporation

“I asked Jane to work with me in summarizing all the information I had on each of my global leaders. We spent numerous hours over two weeks discussing not only the content on the profile drafts, but more importantly, what action would I commit to when presenting them to our CEO at the [up-coming talent management] session. Doing the person I had managing all of our operations in China was the most difficult– since he was brilliant and consistently got the results we needed, but he was poor in dealing with people. What Jane did that was so helpful, was ask me questions, and when I’d answer, she’d offer other ways of saying and dealing with him. We did this with all of the profiles, but his was striking because it was more ‘honest’. The CEO remarked that this was the most valuable profile he had ever seen. Better yet—the development regime was tough, clear and milestones placed out over the year. I valued her help.”

— General Manager, Northeast, Specialty Chemicals Business

“Jane began working with our company introducing us to competencies and competency based interviewing almost 13 years ago. She has taken us from one manufacturing plant using these techniques only for interviewing to a Corporate wide Strategic Talent Management system. She has helped us understand the importance of aligning Talent Management with the strategic direction of the business. Her practical and reasonable approach to aligning the elements of Talent Management with the needs of the business has been key in our success. With her help we have moved from using competencies for interviewing to understanding the capability needs for our businesses to the importance of learning agility in identifying and developing our high potentials. We began with a piece meal approach to developing employees to a comprehensive system that is in place throughout the Corporation”

— Joan Carpenter, HR Director, FMC, Industrial Chemicals Group

“I have worked with Jane for several years and regard her as among the deepest experts I have seen with regards to her understanding of the learning agility construct and her ability to translate her knowledge and insights into practical solutions for others to apply. When the topic is learning agility, Jane is one of our go-to persons.”

— George Hallenbeck, VP, Product Development, Lominger/ Korn Ferry, Leadership & Talent Consulting

“When we embarked on this process more three years ago, we were not an “easy” client. Having both a management team and an HR team who were very attuned to selecting and developing “star” talent, we thought we were already state-of-the art. I appreciate that you persistently, but gently, worked through our level of resistance and help us understand the body of science that was behind using the Lominger approach and tools for moving our talent management process to be truly state-of the art”

— Josephine Faia, HR Director, FMC Biopolymer Business Unit

Strategic Human Resources

“Jane has been a great resource for FMC Corporation, working with our Human Resources team to develop an adaptable, global approach to Talent Management. Jane is a talented consultant who possesses deep technical expertise and seemingly boundless energy. Her extensive study of successful and unsuccessful management behaviors, coupled with experience in both training and coaching situations has made Jane a veritable encyclopedia of talent management.”

— Ken Garrett, SVP Human Resources, FMC Corporation

“We began working with Jane six years ago as we launched our competency model and incorporated the Interviewing, 360 and FYI development processes into our business. Jane has been a terrific partner in understanding our needs, answering our questions, recommending the right products and resources and then guiding us on the implementation.”

— Patty Beard, VP, Leadership & OD, Dick’s Sporting Goods

“Over several years Jane was instrumental in guiding me, our executive staff and senior OD leaders in the design of HR and Leader Development strategies and programs aligned with the agency’s business needs”

— Meredith Baker, Chief, Human Resources, Va. Dept. of Transportation

“Jane has partnered with our Human Resource Teams throughout the Corporation to help us identify the right approach in each of our uniquely different businesses to implement the Strategic Talent Management process now in place. Her practical approach, based on the needs of each business, and her deep knowledge of the subject has been invaluable in teaching us, as Human Resource professionals, how to develop and implement with success a robust Talent Management process.”

— Joan Carpenter, HR Director, FMC Industrial Chemicals Group

“Your work with my global HR team has given us a deeper understanding of what it takes to recognize agility and has helped us better understand our agile people in the workforce and how to better “channel” their strengths and interest. It is noteworthy that, as a global HR team, we have quarterly “Talent Management “ calls which focus on a “deep dive” learning into two selected competencies and a thorough discussion of what we have learned in that quarter about our hires, development moves and terminations. This deeper understanding of competencies has facilitated a more cohesive selection process and more cross-site moves. I periodically assess if these call are still “value add” and I get a unanimous, “YES”!

— Josephine Faia, HR Director, FMC BioPolymer Division

”Jane was the project manager for a year-long national executive team assessment and team development initiative we launched after a major structural change in field operations. She designed and executed a process that involved the use of Lominger’s intellectual property as well as Lominger’s Associate network to help us deliver a consistent offering for leaders and teams across all states where we conducted business. The end result enabled us to clearly define team member roles, create team charters, build trust and accelerate team performance.”

— Cara Capretta Raymond, Former Director Executive Development, Nationwide

“Project managers have a key role in our business and part of our strategy was to develop their skills and abilities to ensure we had project managers who could manage various types of projects. Providing 360 feedback to the Project Managers would help us to create individual development plans as well as realize what key areas where we could provide the group with development. I have worked with Jane for the past 10 years and she was the first person that came to mind to help us. Jane was selected to provide the project managers with the 360 feedback and coaching. Jane demonstrates great knowledge, skill and passion for developing leaders and building high performance teams with her expertise in leadership development and talent management. She has helped our project managers to begin to leverage their strengths and to work on their areas of developmental needs. Jane has provided the Director of Project Management with insights and recommendations to continue our efforts for the project manager group that will be key in enabling them to be successful in their role.”

— Kim Rhule, Senior Manager, Talent Management & OD, EMS, division of Curtiss Wright Flow Control

“I consider Jane the best mentor I’ve ever had. I’ve applied every minute of our time together. The best results I’ve had with regards to what Jane taught me occurred after our work ended. Her reasoning stuck; her counsel resonated with each new experience. And as a result, I’ve been able to effectively apply what she taught me about competencies and improve what she taught me about myself”

— Tara Broce Borchers SPHR, Senior Leader, Development, Dominion