Our Philosophy

Jeff Turner

Jeff has been working in the Learning and Development arena for the past 20 years. Until recently he was the International Learning and Development Director for Facebook.  There were approximately 1000 people in Facebook when Jeff joined over 8 years ago, there are now more than 35,000.  He has helped the company scale through developing a learning strategy that supported tens of thousands of new hires join the company and learn how to be impactful, quickly.  From leadership development to new hire orientation, he was instrumental in their execution.

Jeff has a master’s degree in Performance Management from Leicester University and was on the Board of the International Coaching Federation, Ireland Chapter.

Jeff’s key philosophies about development are:

1. Build the foundations first

There are certain knowledge and skills that are company agnostic, and these should be foundational knowledge and skills

2. Attending workshops is important

Attending workshops is important, but the research is clear, most learning happens on the job.  Therefore, ongoing supports should be built around all learning solutions

  •  Attendance to a workshop should be followed up with practice and feedback.
  •  Learning from other participants is as important after the workshop as it is in it.
  •  Better results are achieved when many people learn at the same time rather than intermittently.

3. Grow the culture through targeted learning

Initial learning should be focused on how to be successful in this unique environment

  •  Build new hire and new manager programmes
  •  Use internal people where ever possible to support learning

The company’s values, beliefs and ways of working should be included in all learning solutions

  •  Ensure external-facilitators understand the values before working with the company
  •  The values and cultural norms should be included in all learning opportunities

4. Build a learning culture

Learning and development should facilitate learning and not own it. The ownership of an individual’s learning is jointly owned by themselves and the company.

  •  Allow people to access learning when they need it not when it suits L&D
  •  People learn best from their peers, therefore create communities where people continually contribute and consume learning
  •  Connect those who have something to teach, with those who are ready to learn

5. Team Development is essential at all levels

Teams are now changing faster than ever before and therefore the linear form of team building is less relevant

  •  All teams will go through turmoil at some stage and the leaders need to know how to manage through these intervals
  •  All team leaders need to understand and be able to build effective teams

6. Strength of leadership

The strength of the leadership team is directly related to the success of the company.

Attract the best leaders by being known as the best place for leaders to grow

  •  Develop leaders to understand themselves, their future, their people and their functions
  •  Build a pipeline of future leaders that will ensure the future success of the company

External coaching is an important part of a leader’s development

  •  There are times when leaders need an external perspective.
  •  Build a team of coaches who will be able to support leaders when needed

Jeff, who is originally from the UK and now living in Ireland, is married to Helen with a son and 2 daughters.

What we provide

Challenging team dynamic work

At TFormation we work with teams and individuals to increase their performance.  We do this by working closely with our clients to identify their strengths and passions and understanding the things that are stopping them perform at their optimum.

All teams are different and none of our team interventions are the same.  We complete a deep discovery phase with all team member before we design any solution.  Our solutions cater for the needs of the leader, the overall team and the individuals team members.

We have identified a number of occasions when teams need help the most.

  •  When there is a new leader or there is a significant number of new people on the team
  •  When there are cross functional tensions
  •  When the team is in a large transition or needs to implement a turnaround strategy
  •  When the team is in turmoil.  This is usually when trust and or respect has broken down.

These don’t happen in isolation and we have seen many occasions when all four of the above are present.

Teaching Challenging team dynamics

We believe that many L&D/HR practitioners will become so much more impactful when they move into this area and away from more traditional tasks.  We are determined to bring the knowledge, skills and mindsets to as many people as possible and elevate the relevance of L&D/HR.

We run fully experiential open enrollment workshops, Click here for more information.

Diversity and inclusion

We help companies learn about the issues affecting inclusion in the workplace and help them to implement a solid D&I plan.

Learning and Development strategy

We assist Learning and development leaders to build a robust and forward-thinking strategy for their company.

TFORMATION Limited
Formation House | 2 O’Shea’s Green | Rosbercon | New Ross | Co Wexford | Ireland

info@mytformation.com

What we provide

Challenging team dynamic work

At TFormation we work with teams and individuals to increase their performance.  We do this by working closely with our clients to identify their strengths and passions and understanding the things that are stopping them perform at their optimum.

All teams are different and none of our team interventions are the same.  We complete a deep discovery phase with all team member before we design any solution.  Our solutions cater for the needs of the leader, the overall team and the individuals team members.

We have identified a number of occasions when teams need help the most.

  •  When there is a new leader or there is a significant number of new people on the team
  •  When there are cross functional tensions
  •  When the team is in a large transition or needs to implement a turnaround strategy
  •  When the team is in turmoil.  This is usually when trust and or respect has broken down.

These don’t happen in isolation and we have seen many occasions when all four of the above are present.

Teaching Challenging team dynamics

We believe that many L&D/HR practitioners will become so much more impactful when they move into this area and away from more traditional tasks.  We are determined to bring the knowledge, skills and mindsets to as many people as possible and elevate the relevance of L&D/HR.

We run fully experiential open enrollment workshops, Click here for more information.

Diversity and inclusion

We help companies learn about the issues affecting inclusion in the workplace and help them to implement a solid D&I plan.

Learning and Development strategy

We assist Learning and development leaders to build a robust and forward-thinking strategy for their company.

TFORMATION Limited
Formation House | 2 O’Shea’s Green | Rosbercon
New Ross | Co Wexford |  Ireland

info@mytformation.com