A well-established vendor/partner in the commercial biopharma space is looking to hire one or two Executive Producers to supervise the design and development of new training projects. The company is located in Connecticut but the position could be virtual. Here is a full job description, including contact information: Executive Producer Job Description
Archive for the ‘Pharmaceutical’ Category
So, what’s it like to run a professional network to share resources and recommendations in a business vertical?
Well, it’s immensely rewarding, for one thing. What could be more gratifying that connecting clients with outsource partners, job opportunities, and each other?
Let me describe 4 recent opportunities here at Impactiviti – just so you know what goes on behind the curtain here at our middle Tennessee HQ. All of these interactions revolve around the commercial life sciences industry:
- A client e-mailed with a need for a vendor that would do a creative job with some product learning modules. This client did a great job describing what he was and wasn’t looking for, so I knew immediately which vendor he needed to contact for a discussion. Connection made – done! Of course, it’s not always that easy….
- Another client described a need for some live role-play training at an upcoming sales meeting. Since I’ve had less demand for this type of supplier, I only knew of one such company – so I turned to my client network for input and recommendations. This led me to new relationships with two dynamite, well-established suppliers that had been quite under the radar. I love finding these niche companies!
- A high-level training professional in career transition had gone through some clarity coaching, and now had a solid direction – but how to expand exposure? What about recruiters? That question led me to turn to my network for recommended recruiters (why I hadn’t done this before, I simply don’t know…duh!) to better understand how they can help with job transitions and openings. This led to productive collaborations with three outfits that I can now recommend*, with potential to work with them on promoting THEIR open opportunities to my network. A fruitful network expansion that I didn’t see coming…
- A very small pharma company had an obscure need, not in training, but in marketing. I barely grasped the nature of the need (getting drugs listed in on-line platforms), and had no knowledge of potential suppliers, but I reached into one corner of my network – pharma marketing folks – and asked for input. I confess that I had very little anticipation of results. Within a couple hours, I had multiple helpful responses that I was able to pass along – turns out those marketing folks are quite happy to share their knowledge, too.
Here’s the point: Impactiviti succeeds because of YOU.
A network of great people is a huge value-add to my business (and my clients). Not only do I get to make recommendations, my clients and partners give input and make connections for me, and everyone benefits in the process. Yes, it’s labor-intensive to build and maintain these relationships over time, but the reward is exponential.
I tell people that I certainly don’t know everyone or everything, but my network pretty much does – so let me reach out and find what you need (email: AskSteve@impactiviti.com).
And that, friends, is why I love my job!
*if you’re a pharma/biotech/med device training professional, let me know if you’d like to have the list of recommended recruiters and I’ll forward it to you.
You’ve got a bunch of content for new hire training, but really need to spice it up with some practical, interactive reinforcement.
That was the challenge for one organization – and, happily, one of Impactiviti’s valued partners had a solution.
Read about it here: Case study: Home Study Interactive
Impactiviti helps you find the optimal vendor/partners for all your outsourced training needs. Contact us today (email@example.com) to discuss your needs and get targeted recommendations!
One of the services offered by my Impactiviti Premier Partners is Training Needs Analysis consulting.
The major value of an outside consultant engagement is gaining an objective perspective – especially from someone who has in-depth knowledge of the field, and a wide exposure to how best practics are implemented across the industry.
Here’s an example of how one of my partners helped out a client recently:
Need some assistance with needs/curriculum analysis? Contact me (firstname.lastname@example.org) and I’ll make a targeted partner recommendation for you!
Many training initiatives among my life sciences clients go off the rails at some point. Most of those failures can be traced to one missing piece – a charter kickoff document that covers all the bases.
I do cover this ground in my Project/Vendor Success workshops (more information about that program here), but I thought that it might be helpful to produce a single document that my clients could use for any new (or current) training managers who need to manage training initiatives.
So I asked a bunch of you for input on the main questions you seek to answer as any project kicks off, and got quite a response last week. Four pages worth of crowd-sourced feedback, in fact – with an encouraging amount of overlap.
Pulling together all the suggestions, I identified five main “buckets” of issues that need to be mapped out in order to kick off any initiative successfully:
- Purpose of the initiative
- Anticipated Results of the initiative
- Audience/Situational Context
- Scope of the initiative
- Stakeholders and Resources
And here’s the document that resulted – a simple, 2-page walk-through outline that you can use for your own department:
Training Initiative Outline <—-download
This document/template is meant to be edited by you for your purposes – you can make it shorter, or more detailed; you can include other steps – whatever you want. It’s not mine; it belongs to all of us (also, please feel free to pretty it up with graphical modifications!)
I hope that you find this tool helpful. And, if you’ve got other suggestions for crowd-sourced resources, just let me know!!
And, as always, feel free to contact us [email@example.com] with any training needs you have – we’ll recommend the optimal outsource vendor/partners for you!
Recent months have led to an ongoing string of disruptions in our field of Commercial Pharma, with lots of good people having to seek new career direction.
We do lots of job networking behind the scenes here at Impactiviti, but there is also a service I provide directly to individuals, called Career Clarity Therapy.
It’s a half-day intensive session where we dig into your professional DNA and strengths, and map out fresh direction and new opportunities.
I have done full-day Clarity Therapy sessions for many companies over the years, helping organizations figure out their brand and their marketplace “fit” – but, in reality, the process is much the same for individuals, and I’ve worked with over 35 professionals providing clarity consulting and coaching during career transitions (everyone from Brand VPs to Training Directors; from Consultants to Sales people to Solopreneurs).
Perhaps you (or someone you know) need an outside voice to help you during your transition. This .pdf overview will tell you everything you need to know. Contact me and let’s set up your session today (note: currently for professionals in the United States only).
I’ve been wrestling with something and would really like input from you, my commercial biopharma readers.
It has to do with the misperception of the training department as something less-than-strategic in the commercial organization.
You know the drill. Financial problems? – cut training. Tactical needs? – throw it over the wall at training. Got a rising corporate star needing a ticket to punch? – put him or her over training.
Training is often viewed as a “servant” organization, without a business-value-adding identity – and we who are in the field often struggle to articulate its strategic role in the corporation.
We have an instinctive understanding of the value of T&D, but how to articulate it in the language that a C-level person would embrace? Can it be summarized in one punchy sentence?
Here’s one concept I’ve come up with so far…
Training’s mission is to develop the present and future leadership of the company – not only via training programs, but also through the rotation of high performers in the training department, which serves as a crucible and a sieve to create better corporate leaders.
And as Jim Trunick (formerly of Allergan) once pointed out to me, part of that mission (which is irreplacably in the hands of T&D) is imparting and reinforcing corporate culture.
Corporate executives are often quick to cut or devalue “training.” But creating and equipping leaders at every level is perhaps the conversation we need to embark upon – because that’s all about strategic business value.
What do you think?