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One of Hawaii's best motivational speakers and corporate trainers

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Business Consulting


To be competitive in today’s marketplace, it is essential for companies to acquire, develop and fully utilize the skills and unique capabilities of their employees. Some of the most important and sometimes overlooked aspects of operating a business are knowing if employees really have the necessary skills and talent to do their job, how well they are performing, and what they need to do their job better.


Annabel Chotzen and associate Will Hartzell provide consulting services for Hawaii businesses which identify the skills, knowledge and behavior employees need to be more effective, efficient and productive, and then give them the training or resources they need to improve. Specific solutions include:


Training Assessment and Management

  • Training Needs Survey and Report

  • Training Plan Development

  • Training Plan Implementation and Delivery

  • Training Management System


Workforce Management and Development

  • Integrated Workforce Management

  • Skill Competency Gap Analysis

  • Individual Development Plans

  • Employee Performance Evaluation

  • Competency Management System


Human Resource Support

  • Strategic Planning

  • Skill Succession Planning

  • Leadership Training

  • Change Management

  • Work Group Performance Facilitation

  • Personal Development Coaching

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Training Assessment and Management


Training Needs Survey and Report

Training and employee development needs are identified through surveys.

From a master list, every employee assesses how much they need a specific training or skill. Supervisors are given corresponding surveys to determine what each employee needs.


The survey includes job-specific technical skills as well as fundamental skills such as communication, customer service, time management and conflict resolution. The survey results are compiled and a prioritized report is generated which shows what training is needed for every person.


Training Plan Development

Based on the results from the Training Needs Survey and Report a detailed training and employee development plan is created. A prioritized schedule of training for both fundamental and technical skills is recommended for a 12 month period.


Implement and Deliver the Training Plan

According to the prioritized schedule of the Training Plan, courses or other resources are scheduled to fulfill the needs identified in the Training Survey. Fundamental skills workshops may be provided by Annabel or other local providers.  Technical skills training can be arranged from industry experts as required.


Training Management System

A software program is provided to manage and track all aspects of the company’s training program. The Training Management System tracks which training needs to be completed, when training has been completed and when training needs to be renewed. Special training to meet governmental, legal or regulatory requirements is tracked to ensure safety and compliance requirements are met.

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Workforce Management and Development


Integrated Workforce Management

A comprehensive workforce management program includes competency assessment, individualized development planning, an organization-wide training plan, training implementation, employee performance evaluation, and succession planning.


An integrated competency management system measures, tracks, analyzes, and reports employee and team performance over time, and is a powerful tool to manage critically important human resource aspects of an organization.


Benefits of implementing an integrated competency management system include improved supervisor-employee communications, improved technical, leadership & professional skills, and improved employee productivity.


Competency Gap Analysis

Specific skills, knowledge and behaviors for each person are measured, and compared to an expected proficiency level. The competency level as measured by both the employee and the supervisor is compared to the expected proficiency level. Any difference between the actual and expected proficiency level is the Competency Gap.


There are three basic types of competencies:

  • Fundamental competencies (which are common to all employees)

  • Technical skills or knowledge (which are specific to each position)

  • Leadership skills (only for executives, managers, supervisors, etc)


The skills for each position must be defined and then they can be measured with either a customized survey or a software program designed for this purpose.  The result is a report showing the actual proficiency level and the gap between the actual and expected proficiency level.


Training Plan

After completion of the Competency Gap Analysis, training or other resources needed to reduce and close competency gaps can be planned and scheduled.  The Training Plan matches specific individual employee needs to the training sessions which will raise their proficiency to the required level. After the training has been delivered, the competency level can be measured again in follow-on competency gap surveys to assess the effectiveness and success of the training results.


Individual Development Plan

Mid-range and long-term training and development plans can be created for each employee so they know what their path to success is within the company. Opportunities for advancement or promotion are identified along with the milestones, training and experience necessary to achieve them.


Employee Performance Evaluation

Adding numeric measurement and evaluation of performance criteria to the competency gap analysis provides the basis of an employee performance evaluation system. The evaluation can be run in conjunction with periodic gap analysis reports to measure improvement in each skill.


Competency Management System

A sophisticated software program is utilized to combine the features and benefits of a competency gap analysis, training management system, qualification and regulatory compliance requirements, individual development planning, employee performance evaluation and succession planning.


The benefits and results of a Competency Management System include:

  • Clearly defined job requirements and expectations

  • Improved supervisor/employee communications

  • Reduced competency gaps

  • Compliance requirements are tracked and monitored

  • Focused and targeted training program

  • Improved employee effectiveness and productivity

  • Improved technical, leadership & professional skills

  • Individual Development Plan for all employees

  • Powerful measurement, planning & management tool

  • Optimized workforce

  • Increased profitability for the company

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Human Resource Support


Strategic Planning

All organizations must have a structure which includes the vision, purpose, goals and outcomes they hope to achieve. Strategic planning sets priorities, focuses energy and resources, strengthens operations, and ensures that employees are working toward common goals.


Succession Planning

In addition to assessment and evaluation, a purpose of an integrated competency management system is to anticipate and plan the full term of each individual's tenure with the organization. Planning in advance for the retirement or withdrawal of all workforce members is accomplished through the individualized development plan.


The organization's direction is assessed and adjusted based on a changing environment. Engaging employees at all levels of the organization in the planning process is critically important to setting and achieving long-term goals. When all stakeholders actively participate, then individuals are far more likely to be committed to high performance.


Leadership Training

Leaders need training so they can bring out the best in their teams. Annabel has taught CEOs and managers how to coach employees for optimal results, communicate effectively, motivate and inspire their teams, negotiate solutions to sensitive issues, resolve conflict and achieve a higher level of productivity and employee satisfaction.


Change Management

One undeniable aspect of all organizations is that the only certainty is change. Change and transition is difficult for everyone, yet is absolutely required in today's highly competitive and rapidly changing business environment.


Topics covered include: understanding the dynamics of change, overcoming resistance to change, understanding how different personalities and generations respond to change, leading others through the process of change, preparing, planning, and implementing change, and creating an action plan for success.


Training in change management provides the skill to navigate people and organizations through the challenges of change, lead them during difficult transitions, and arrive at a stronger, healthier destination.


Work Group Performance Facilitation

Work groups can achieve a much higher level of achievement with the assistance of an independent facilitator who can support the group in solving problems and making decisions to improve productivity and efficiency. A facilitator helps to manage the communication process, focuses the planning effort and supports the goals and objectives of the organization.


Personal Development Coaching

Coaching is a partnership based on collaboration in developing the potential of every employee. It is based on listening and understanding, careful observation, and positive feedback. The coach asks questions, suggests new approaches, and sets a standard of excellence. The purpose of the coach is to bring out the best in each person.

I’d like to thank you for a fantastic day of training. All the managers gave positive feedback as to the material presented and your creative interaction with the group that allowed them to participate. Our company will reap the benefits of investing in this one day event.

     Dale Hastie, Vice President, Corporate Development, Title Guaranty of Hawaii, Inc

Color Bar Curved Full Size 350 W at 72 d
Color Bar Curved Full Size 350 W at 72 d
Color Bar Curved Full Size 350 W at 72 d
Color Bar Curved Full Size 350 W at 72 d
Color Bar Curved Full Size 350 W at 72 d
Color Bar Curved Full Size 350 W at 72 d
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