What if you could develop, retain, and leverage your talent to achieve your most critical business objectives? Insala's talent development solutions enable you to do just that.
We assist many organizations worldwide to envision, plan, implement, and evaluate talent initiatives that produce real bottom-line results. Our distinguished best-practice consulting approach and online solutions can be adopted separately or in combinations specifically customized to fit your organization's needs. All activities can be easily tracked and measured against your KPIs and objectives to ensure continuing ROI from your development initiatives.
Through our consulting services and SaaS technology, we provide customizable, sustainable, and scalable solutions for:
The Results have been astounding in just over four years: 58,000 employees are users, over 4,362 have taken advantage of one-on-one confidential coaching, 3,000 participated in Group Coaching and over 815 success stories where individuals were retained who would otherwise have left. Insala's superb technological solution and collaborative approach have been absolutely essential in achieving this win-win for our people and our company.
Director of Employer of Choice / Next Gen Initiatives Deloitte
Insala helped address some of the key challenges we faced at Unilever, which is virtual mentoring, as many of our mentees and mentors are not in the same geographic location. Insala's mentoring consultant, Judy Corner, is a true mentoring specialist and a highly engaging individual.
Global Talent Manager Unilever
At BPI, we pride ourselves on our responsiveness to the needs of both existing and potential customers. Insala's fast and reliable customer service and support have enabled us to do just that. When BPI UK were faced with a tight deadline to develop a career center website for a customer, Insala quickly met our needs. The Insala team were able to translate the BPI France website into British English and launch the website in record time. As a result, we were able to deliver our career center services to the customer with timescales that exceeded their expectations.
Managing Consultant BPI Group
I worked with Judy Corner of Insala to develop a customized mentoring program for International Paper. Judy provided a degree of confidence to the Chairman's Diversity Council as she presented a pragmatic, visionary, long term perspective on the benefits to be gained from Insala's program. Following the M.O.R.E. workshop, participants were surveyed on session effectiveness and Insala received a 100% favorable rating on the value of the day. I highly recommend Insala and believe they offer a distinct advantage to companies looking to advance their position in the ongoing war for talent.
Principal, Global Diversity and Inclusion
As part of a talent management initiative, United Nations Federal Credit Union (UNFCU), partnered with Insala to provide high potential/high performing staff with a structured vehicle to develop their career goals. From the onset, the Insala team provided exceptional client service, ensuring UNFCU had knowledgeable technical resources at its disposal throughout the implementation of its Career Development portal. Insala's partnership with UNFCU has directly impacted its ability to solidify an effective succession planning program and retain our high potential/high performing talent.
Manager, HR Administration
Insala provided a global online solution which helped align our business strategy with our management needs for the future. With their product, we were able to understand our skill gaps and develop our future leaders with the findings. This solution took one hour for an employee to complete, eliminated drawers of paperwork, and provided upper management instant visibility on our progress.
Vice President Human Resources Intertek
ACCA aims to provide our 110,000 members and 260,000 students with direct access to the most exciting and rewarding job opportunities currently available in the world of business and finance. Our online Career Management Resources, available through ACCA Careers, is powered by EmploymentTalk™ and allows our members, students and affiliates to use their time both efficiently and effectively on critical career development activities, while EmploymentTalk™ organizes and plans the route to career success.
Head of Training Policy and Professional Development ACCA (the Association of Chartered Certified Accountants)
Our partnership with Insala has allowed us to offer an entirely new service to our job seekers, which helps prepare them for getting their next job. The assessments and career advice tools offered through our site continue to be successful, and the seamless support provided has proven very efficient. Insala consistently responds in a swift fashion whenever we need assistance, and continues to provide us with a very professional service.
Content Manager Monster
This past winter was definitely remarkable. We found that the E-mail Broadcaster function is the easiest and fastest way to reach all our candidates to inform them of any changes in our office hours - including having to close due to inclement weather, delayed openings, or early closure. Additionally, we use this function to promote our seminars and workshops, and the career coaches can reach all of their candidates in one simple email. This tool is a tremendous asset.
Director, Administration & Client Relations The Schegg Group
We first started using EmploymentTalk™ in our practice in 2001, and have stuck with it ever since. What spurred us to stay on was both the professionalism and responsiveness of the Insala team, as well as the regular software upgrades we received, which ensured we had a cutting edge tool at any given time. Today, EmploymentTalk™ enables us to deliver a longer duration of outplacement services and thereby exceed our clients' expectations. As more and more organizations look to provide cost-effective, efficient and high-impact outplacement, we are able to meet their needs.
This is a fantastic product that will really help our workforce. The Insala team has done a great job maximizing the application capabilities and tailoring it to help our diverse workforce in transition. They've demonstrated a true partnership in providing us with expert assistance, met our special needs, and done so in a timely and cost effective manner.
VP of Administration and Chief Financial Officer Kaiser-Hill Company, LLC
Insala has excelled as a global technology partner to our organization. Insala is not only a provider and implementer of superior career management technology, but a constant and reliable source of ideas and best practices in our industry. Having Insala as a strategic partner has enabled our organization to provide superior, seamless career management and transition services to corporate clients worldwide, and has positioned OI Partners as a global leader in the delivery of career transition services.
Joy Reed Belt, Ph.D.
Chairman and Managing Partner OI Partners, Americas
Our candidates are just blown away by the amount of research they get on specific companies and industries. Their ability to get REALLY good information, and MUCH MORE information than they typically could get on their own, and have it presented so quickly and effectively, is very powerful. It gives us a big sales and marketing advantage.
Vice President, Career Transition Services King & Bishop
Insala performed very well in creating our new corporate website. I was really pleased with the design options they offered. In addition, Insala representatives were wonderful to work with, responding quickly to our needs and delivering solutions in a very timely manner.
Dr. Pamela Johnson
President Nia Consulting & Development
August 27, 2015
Many financial services companies today are facing a big challenge with their alumni programs: convincing management that it is a worthwhile investment. What management needs is a clear cost/benefit analysis, and a highly engaged network of corporate alumni represents three major sources of revenue... More
August 25, 2015
Much has been said about millennials in the workforce today. Critics deride them as entitled, immature products of parents who monitored them too closely. Proponents argue that millennials bring a breath of fresh air to the workforce through their creativity, rejection of conventional boundaries, a... More
August 20, 2015
Hiring managers today continue to face major challenges when it comes to filling open positions. CIO reported recently that almost 70% of technology executives believe there is a shortage in both the quality and quantity of skilled technology workers available. Success in this war hinges on two goa... More
August 18, 2015
You've spent countless hours creating the goals for your mentoring program, assigning mentors to mentees, and establishing a timeline. But if you're like most organizations, there's one key element you are forgetting: engagement. Without sustained engagement, even the best-planned corporate mentor... More
August 13, 2015
The benefits of hiring corporate alumni are well-known: they already understand the organization's culture and work style, and in their time away from the company have most likely gained valuable skills that make them better at their job. Hiring alumni often calls for a less expensive onboarding pro... More
August 12, 2015
Like any other business initiative, corporate mentoring programs must be planned and monitored with ROI in mind. Too many companies today aren't sure what they really want to accomplish with their mentoring programs, making them hard to measure and justify with decision makers. Mentor program manag... More
June 10, 2015
Career development opportunities are at the top of your employees “must-have” list. Not addressing this need is starting to take a toll on organizations that have fallen behind. In a 2013 survey of more than 100 companies by consultancy Towers Watson, the lack of internal mobility opportunities was ... More
June 08, 2015
The benefits of creating and growing a culture of career development and learning are obvious. But as you’re encouraging career development culture you must be aware of two things: What balance of isolated career development (trainings, classes, etc.) vs. social career development (mentoring pro... More
June 02, 2015
In a poll taken in one of our recent webinars, 41% of attendees said a lack of participant understanding of what is entailed in a mentoring program was their biggest obstacle to implementing a mentor training program at their organization. Whether you have only recently considered starting your fir... More
April 21, 2015
Technology has quickly taken over the facet of business life where human-to-human interaction used to be the norm. However, it’s important to keep in mind that technology isn’t a bad thing in and of itself. Especially when we’re talking about mentoring technology, we’re talking about an aid that can... More
April 01, 2015
“You can’t buy diversity, and organizations that continue to embrace this approach will tarnish their brand.” (Forbes 2011) How Important Are Diversity Mentoring Programs? There’s no question that the modern workforce is becoming more and more diverse every day. If you want to be able to effective... More
March 16, 2015
Creating an Onboarding Program to Retain New Hires The unfortunate reality is that you can lose new hires as quickly as you hire them. This is a problem when you take into consideration the cost of hiring and onboarding that new employee - costs you will incur twice over if you lose a new hire and ... More
March 04, 2015
By Phillip Roark, CEO of Insala High Potential Employees Don't Stop Being High Potential When They Leave When a high potential employee decides to leave your firm, they don’t stop being high potential. Increasingly, leading firms are recognizing that an employee leaving an organization shouldn’t... More
February 16, 2015
Benefits of Online Mentoring Software Mentoring is all about human “high touch” relationships. So why go for high tech in a mentoring program that should be all about high touch? For medium to large-scale mentoring initiatives, the use of online mentoring software has been proven to facilitate ment... More
February 09, 2015
By Phillip Roark, CEO of Insala Three Organizational Perspectives… For leading companies, corporate alumni networks represent a unique opportunity to unite three different perspectives in one world-class vision. Let me explain. An average company thinks like this: you either work here, or you don... More
January 14, 2015
You may be considering implementing a mentoring program in your organization, or are even simply curious about its role in the workplace. No matter what or why your interest in mentoring, it’s important that you first understand there has been a shift in the definition of mentoring in the last ten y... More
December 16, 2014
Internal Talent Mobility Opportunities 85% of the global workforce is looking for a new job – and the number one reason why is to find greater career advancement opportunities. (Source) It’s a fact that there are more employees wanting to fill the top spots than there are actual spots available. T... More
October 09, 2014
Mentors, or Just Nurturers? I once observed a situation in which an individual (we’ll call him “Bob”) asked two of his colleagues for advice on how to solve a problem in a project he was working on. One was male (“George”), and one was female (“Liz”). Bob went to Liz for advice first, and she sugge... More
September 30, 2014
Mentoring for Knowledge Transfer: Bridging Today and Tomorrow The preservation of institutional knowledge has always been an essential part of any organization’s agenda. You spend too much time developing knowledge and skills to simply let it go every time someone relocates or retires. Today’s wo... More
September 24, 2014
Employee Engagement and Career Development At this point, no one needs to argue that employee engagement is vitally important to organizational success. In fact, according to Deloitte’s 2014 Global Human Capital Trends research, 78% of business leaders rate retention and employee engagement as an i... More
August 19, 2014
Mentor matching certainly sets the stage for how well a mentoring partnership will go – but it’s not the end-all be-all of a mentoring partnership. Whether because of personality clash, mismatched competencies, difficulty with communication, or a different reason entirely, sometimes mentor match... More
July 22, 2014
How to Create a Successful Mentoring Program You may be considering implementing a mentoring program in your organization or re-vamping an old one that didn’t work out as well as you had hoped. In any case, be sure you realize that a successful mentoring program is not something that can just be th... More
July 10, 2014
Mentoring Success Measurements Mentoring is a very human development method – and that’s definitely part of the beauty of it. One of the reasons mentoring tends to work as well as it does within organizations is precisely because it’s individual-to-individual, and facilitates conversations and co... More
July 03, 2014
Not Another Employee Engagement Article “Employee engagement” has been a buzzword for so long that we're all collectively wondering if it hasn't lost all meaning. It’s a similar story with “company culture”. While that begs the question, "Why are we all still talking about it?", the ans... More
June 26, 2014
While training classes are widely available for any learning need, they can also be very costly. The time spent away from the office and probable travel expenses, as well as the cost to take the class (or create the course internally), necessitates an immense commitment of both time and money from y... More
June 10, 2014
An organization sees a need for leadership development. Does it turn to external training, coaching, or mentoring to achieve their goals? The answer has usually been one of the first two, the philosophy being that traditional training and coaching programs are better-suited to develop high-potentia... More
May 15, 2014
In a poll taken one of our recent webinars, 51% of attendees said that recruiting mentors and coaches had been a challenge in implementing their mentoring or coaching program. There’s often a lot of emphasis placed on qualifying and matching mentees, when just as often administrators are faced with ... More
April 21, 2014
Women Leaders and Mentoring - and Why We Don't See More of It While I often stress in my mentoring planning workshops that it’s not advisable to require your most senior level people to become mentors, the fact remains that sometimes the senior levels really do need to be involved as mentors. No... More
April 03, 2014
Mentoring Training and Your Program Participants If you were to put all of your mentoring program candidates into one room to discuss the mentoring journey that is ahead of them without giving them mentoring training or some type of direction beforehand, the following is a likely progression of e... More
March 21, 2014
Corporate alumni programs vary in terms of multiple things, not least of which include size, organization type, administrative control, and membership type. What really sets apart one corporate alumni program from another, however, are the program’s objectives and the organization’s intent to follow... More
March 12, 2014
Best Practices for Corporate Mentoring Programs: 70% of Learning Occurs On-the-Job According to Lombardo and Eichinger’s 70-20-10 training model (1996), 70% of learning is due to self-directed, on-the-job experience, while 20% is due to feedback, and only 10% is due to courses and reading. This... More
March 07, 2014
Mentoring and Leadership Development With the economy in a slow recovery, it’s becoming more necessary for organizations to prepare for the future in terms of leadership development and succession planning. Mentoring has always been a popular method of knowledge transfer and talent development, but... More
February 21, 2014
A corporate alumni program without objectives embedded throughout it is like a building without foundations or a supporting structure: doomed to collapse. Your alumni software is no exception to this rule. It more than anything else must be defined by your objectives, as it’s not only the gateway t... More
February 10, 2014
Your Corporate Alumni Program's Best Practices We’ve noted in a previous article ("What Your Corporate Alumni Program Has to Do With Employee Engagement") that engagement of your alumni ultimately rests on engagement of your current employees. In fact, if you know you have an employee eng... More
February 04, 2014
Employee Engagement and Alumni Engagement Ultimately, the success of any organization comes down to one thing: the engagement of its people. For most companies, “people” primarily means “employees.” That’s why “employee engagement” is such a big buzzword in the training and development space, and... More
January 14, 2014
Mentoring for Succession Planning With an aging workforce, planning for the inevitability of your leaders exiting your organization is becoming more and more necessary by the day. Succession planning isn’t just a buzzword: it’s a developmental strategy that’s extremely relevant to how we plan... More
October 10, 2013
At one of our recent webinars, 40% of attendees reported they don’t know how successful their mentoring program was because they didn’t measure the results. This statistic is really quite alarming when you recognize the time, effort, and money that goes into creating and supporting a mentori... More
August 02, 2013
“The grass is always greener on the other side,” as the saying goes. This is generally true - people tend to focus on new possibilities as they become bored or dissatisfied with their current situation. That is, unless there are no available alternatives - no “other side” in sight. Such has been the... More
July 31, 2013
How to Retain Millennials: HR’s Next Imminent Crisis In the next few years, the US economy will be hit by a double whammy: 1) The loss of millions of boomers from the ranks of the workforce, and 2) The scramble to fill their gaps with millennials. This is a succession pipeline issue that’s natural... More
July 01, 2013
Company Culture and Employee Engagement We hear the talk about “actively disengaged” employees. What about the organizations that are resisting employee engagement by not providing an environment that employees want to engage with? When we’re not talking about the work itself, there are basically ... More