Byron Low

Byron Low

Results driven talent development leader with a record of creating strategic talent development programs. I thrive in environments that are in build/rebuild mode and lead with a focus on results, honesty and humor. I encourage and give direct feedback, believe in transparency of goals and purpose, and manage with values based approach built on a foundation of being courageous, accountable and by putting the client first. Genuinely curious coupled with the belief that people can almost anything when properly equipped.

 Visionary / Missionary

Dedicated to improving the lives of others

Big picture view along with ability to analyze complex issues to determine root causes and implement innovative solutions

 Servant / Leader

Committed to building into others who are motivated to make a difference

Devoted to listening first

 Developer / Coach

Passionate about results

Enthusiastic about building a collaborative, team-oriented process and environment for change

 What makes me unique? 

Technically oriented and able to connect with others very quickly

20+ years of developing leaders

Sort through clutter and see patterns where others see complexity

Enjoy explaining the “why”

 Relish painting the “what if” that inspires others to act

Skilled at leading without direct power

Listen first, and ask lots of questions

Track record of process improvement and getting results

Built performance oriented cultures

Lead by serving

100% committed to on-going change

Current Passions

Creating a conversation for the Leadership Pipeline and how to be ready for the Millennials

Strategic succession planning and the advantages to being prepared

Either through Coaching or Training seeing the ‘lights’ go on is always rewarding

Developing others who develop others

Role/Expertise

Context of service

Challenge

Result

Coach / Consultant

Leadership / Organizational Development

Coached senior leadership

Developed onboarding

Job Map

Public, $150M, Marketing & PR Company  that employs 500+; hired by VP of HR; engagement lasted 9 months (2011-2012)

After suffering losses for the 2^nd year, the annual report painted a picture of complete disarray with turnover above 50% and plummeting sales was it possible to lift sales, design a new talent acquisition strategy and increase overall engagement?

<!--[if !supportLists]-->·         <!--[endif]-->New processes for recruiting, onboarding, and performance reviews

<!--[if !supportLists]-->·         <!--[endif]-->Job mapping, and refinement

<!--[if !supportLists]-->·         <!--[endif]-->Increased engagement 63% and profitability 33%

<!--[if !supportLists]-->·         <!--[endif]-->Reduced turnover -121%

Coach / Consultant

Leadership / Organizational Development

Coached 25 of the senior leadership

Privately held, $450M, Electronics Manufacturer  that employs 1000+; hired by CEO; engagement lasted 8 months (2010-2011)

After acquiring 5 companies in the 3 years was it possible to be ‘one’ company?

<!--[if !supportLists]-->·         <!--[endif]-->Coached senior leaders

<!--[if !supportLists]-->·         <!--[endif]-->Complete re-org

<!--[if !supportLists]-->·         <!--[endif]-->Strategic plan

Trainer / Coach / Consultant

Training/Org Development

Trained 250+ senior leaders in Leadership Workshops

Privately held, $1B, Precious Metal Mining Company that employs 1000+; hired  by VP of HR; engagement lasted 14 months (2009-2011)

Was it possible to hire, train and develop a younger safety minded workforce while replacing an older, aging one?

<!--[if !supportLists]-->·         <!--[endif]-->Identified behaviors that translated into higher safety

<!--[if !supportLists]-->·         <!--[endif]-->Decreased accidents by 20% within first year

<!--[if !supportLists]-->·         <!--[endif]-->Designed curriculum for  front line managers on managing the Millennial generation