“The future ain't what it used to be.”
Yoggi Berra

If you want to go fast, go alone. If you want to go far, go together.

To maintain that edge, we work with you on the people dimensions of business; helping your people continually evolve and grow. Enabling them to be committed stewards of your organization.

One of the most cost effective and flexible solutions available to you is training. You see, training shows your employees that you value them, both as individuals and contributors. And engaged people can transform successful businesses into industry powerhouses.

Meridian Coaching & Consulting can help you build effective training programs tot get the results you desire.  Whether you are interested in assessing your training needs, developing and delivery of targeted training programs or evaluating your training activities, we can help.  We can help you get the maximum return on your training investment.
Rick Cronen and Angela Gonzalez established Meridian Coaching and Consulting, in September 1995 to offer Coaching, Consulting and Training services to organizations that were focused on building individual self-awareness, team and leadership effectiveness in a collaborative business environment. Our primary objective is to help build organizations where people are valued, membership is desired over mere employment, and transparency is demanded on the job and in the working relationships of people. 

Some of Our Clients Include:
For Profit: Levi Strauss, FedEx Ground Freight, Fenwick & West, LLP, Time Warner Cable, Sedgwick, Moran, Detert & Arnold LLP, Comcast, AT&T/SBC/ PacBell, ServePath, Flextronics, Synplicity, San Mateo Credit Union;  Not for Profit: Alzheimer's Association, American Diabetes, Association, University of the Pacific, American Child Resource Center, San Jose State University, American Management Association and the Legal Marketing Assocation; Government: U.S. Air Force, U.S. Census Bureau, IRS, NASA, MITRE Corporation, Santa Clara County D.A.D.S, San Mateo Transportation District, Mendocino County Social Services and Union Sanitary District. 

A study conducted by the University of Pennsylvania found that a 10% investment in physical assets resulted in a 3.8% rise in employee productivity.  However, a 10% investment in employee training created an 8.5% increase in productivity at businesses engaged in manufacturing and an 11% increase in productivity in the service sector.

In a separate three-year study, the Association for Training and Development found that an increase of $680 in a firm’s training expenditure per employee yielded a 6% increase in total shareholder return in the following year. They also found that for those firms that invested the most in training had an average total shareholder return that was 45% higher than the market average for the S&P 500 firms.

Where Do You Need Help?

Needs Assessment:  Both Rick and Angela have extensive experience in working collaboratively with clients to help determine the gaps between desired business results and what is actually achieved; and,, translating that information into knowledge, skills and abilities that need to be developed, improved or modified.
Program Design and Delivery:   Since the founding of Meridian, Rick and Angela have delivered over 4,000 hours of adult business learning programs and invested over 8,000 hours in course design and development.  They have developed a wide range of case studies and exercises for small group work to enhance learning and promote discussion.
Training Evaluation:  Training is often used as a panacea for developing skills, resolving problems or building capability from the shop floor to the corner office.  Everybody is using it but, other than the “feel good” glow that happens at the time the training is conducted, it is sometimes difficult to measure the effectiveness of the training effort.  We can help you build four types of training assessments:

  • Reaction Assessments:  How does the learner feel about the training and, sometime just as important, how did the trainer feel about the participation and engagement of participants.
  • Learning:  Using pre- and post-content assessments – what facts or knowledge did the participant acquire?
  • Behaviors:  Training frequently focuses on building skills and/or affecting the attitudes, values or beliefs of participants.  If effective the results of training should be observable changes in behavior.
  • Results:  As an extension of level 3 results, there should be measurable results as well.  Reduced turnover, increased productivity, and more.

Trainer Bios
Angela Gonzalez
Rick Cronen