Nate's Portfolio

Welcome to my professional work portfolio! Here, you can explore a variety of innovative projects, including instructor guides, participant workbooks, and engaging eLearning designs. I specialize in instructional design theory, learning technologies, and data analysis to provide effective training solutions tailored to your needs. Thank you for visiting, and I hope you find inspiration in my work!

Nate Chambers is a seasoned professional with19 years of experience in the training and development field. He has a proven track record of designing and implementing effective training that drive employee performance and foster organizational growth. Nate is passionate about empowering individuals through education and skill development, and he continuously seeks innovative approaches to enhance learning experiences. His expertise and commitment to excellence make him a valuable asset to any team.

United States Postal Service

Strayer University

Bank of America

Problem: The USPS had eliminated contracted call centers to save money establishing internal call centers. Each call center location was staffed with Individuals on light or prior factory workers. All team managers were former USPS factory supervisors who worked at sites USPS closed. As a result, there was a substantial gap in knowledge and performance for these team managers. What I did: I worked on a team of three, with varying and shared roles. There were six total call centers established. Two of us conducted interviews with site directors and focus groups with team managers and phone agents to understand the challenges they experienced. Through collaborative meetings with the team (three of us), we identified components of a leadership development program that included training, elearning components, post training support, and IT updates to help eliminate confusion using the call center software. As a result, our project was nominated for an ATD Best in Practice Award.

Best in Practice

As part of the USPS leadership development program, I developed a module for problem-solving skills in order to help team managers solve their team members and customers' problems efficiently.

Problem Solving

Another critical component for the USPS leadership development program was helping team managers learn what coaching is and how to coach their team members in a way that fostered real development and increased their own performance and that of their respective team members.

Coaching

The culminating experience was a hands-on practical exercise where team managers and their 'agent' that was role-played by another team manager, listened to a real call and then the team manager completed a coaching session, received feedback from us and then repracticed using a different call.

Capstone

Problem: Strayer University experienced symptoms of manager/supervisor turnover. What I did: After conducting interviews and focus groups, discovered managers could rarely find any documents they needed and they were not consistently managing employee performance. I created a Quick Hit series. These were 1-2 page documents on verious key topics, such as coaching.

Quick Hit

Problem: Strayer University experienced symptoms of managers and supervisors were scoring low on performance reviews. What I did: I conducted a couple focus groups to identify challenges managers experienced. The biggest issue was they were not able to locate most documents they needed to use. As a result, many of their administrative tasks were left uncompleted or late and they were not giving students 100% correct information. As a result, I worked with IT to design and develop a central document repository in Blackboard. We won a Blackbord nomination for best in practice using Blackboard for administrative functions.

Problem: Bank of America needed a way to cut training costs. The current situation included every trainee traveling, staying in hotels, and receiving per diems to go to various training courses that was required. What I did: I completed an analysis of all the courses and training materials. For each course, I created a plan to convert ILTs to VILTs. This would maximize participant engagement, reduce training expenses, and provide ongoing learner support from trainers.

Training Outline

Huddle

Training Outline

Problem: Bank of America had two challenges: 1. Migrating all facilities in CA to the system all other facilities across the US used. 2. Employees in the Seller job role began to continuously miss monthly goals. After a year, Bank of America contracted with me to complete an job role performance analysis and organization scan. What I did: To solve the system migration issue, I completed a needs analysis to anticipate performance gaps once CA was migrated to the new system and created a training outline for a course that would be later used to mitigate those gaps. For the Seller job role, I completed a performance analysis wherein I traveled to multiple banking center locations to observe and interview employees in the Seller job roles. I then, conducted a series of focus groups with banking center managers. Each focus group consisted of 5 managers in order to make the process efficient. Additionally, I conducted focus groups and interviewed program managers throughout the bank. The root cause to the down turn of monthly goals was a result of a policy change that happened about 18 months prior to when the symptoms began. Before, banking center managers could enter the banks a couple hours before openeing and take their laptops home to complete their administrative tasks. The policy change required managers to begin their day to assist with opening procedures and were no longer able to take their laptops home. As a result, managers had to complete their administrative tasks throughout the day. This took valuable time away from them spending time coaching and developing the Sellers in their banking centers. Since, there was a lack of development and turnover, Sellers were not supported much by the managers, which resulted in the downturn in achieving monthly goals. In order to help with quick 'coaching' for sellers, I created a 15 minute daily staff huddle on various topics.

Problem: While working with Strayer University, HR experienced symptoms where managers would not manage employee performance. What I did: I completed a performance analysis. I was in my doctoral program at the time and for my class project I completed a performance analysis for Strayer's HR department. Based on the performance analysis, I was able to determine the root cause. As a result, I created a managerial performance management toolkit.