One person. 2,000 employees. 22 campuses. How Galen scales development without adding headcount.
Employees globally
campuses across 12 states
person running L&D for 2,000+ employees
Galen College of Nursing is one of the largest educators of nurses in the United States, with 16,000+ students across 22 enrolling campuses in 12 states, owned by HCA Healthcare.
A team of one. An organization of thousands.
When Dr. Erin Mires joined Galen College of Nursing as Director of Leadership & Organizational Development, she was the first person to hold the role. She was also, for the time being, the only person in it.
One person. Over 2,000 employees. Twenty-two campuses nationwide. Academic side, operations side, different levels of the organization, different development needs. The math doesn't work unless you find a way to automate yourself.
I am a team of one for over 2,000 employees across 22 campuses nationwide. Cloverleaf is my automation tool."
- Dr. Erin Mires,
Director, L&OD, Galen College of Nursing
Teaching people to fish.
Before Cloverleaf, a manager or team member who needed support would call Dr. Mires. They'd hop on a Zoom. They'd talk through the situation together. That's not scalable.
Now, that same manager can open the Cloverleaf dashboard. Look up the person they need to have a conversation with. Understand how that person is likely to show up before the conversation starts. Do that themselves. Without a call.
Cloverleaf teaches them to fish. It creates development opportunities. It gets people to know their teams better without requiring Dr. Mires to be in the room.
Assessments that do different things.
Dr. Mires uses different assessments for different components of her leadership programs. DISC quickly surfaces burnout risk and behavioral tendencies. Culture Pulse helps calibrate culture conversations. Motivating Values brings value-driven dialogue into manager effectiveness programs.
The ability to pick the right lens for the right conversation and have them all synthesized in one platform shortens the timeline from assessment to impact. The ROI comes faster.
Breaking down barriers instead of building them.
When someone else tells you something about yourself, especially someone you're still building trust with, the psychological barriers go up. When the data comes from an assessment the person took themselves, something different happens. The wall comes down.
When it's on you to take the assessment and the data shows you the information, rather than someone else telling you, the psychological barriers come down."
- Dr. Erin Mires,
Director, L&OD, Galen College of Nursing