Human Resource Management | 1550819714 | Kent State University

Human Resource Management

Who Makes a Good Candidate for Coaching on Your Team?

Program ParticipantCoaching can be incredibly beneficial for individuals and organizations, but you can only lead a horse to water, you can't make it drink. For coaching to be successful, the coach, coachee and organization must understand what coaching can do and what it can’t.

Creating Succession at the Higher Levels of the Organization

Program ParticipantYears ago, I worked for a large corporation where annually we would implement succession planning exercises that cascaded from the top of the organization to the frontline management level. This was a labor-intensive process for Human Resources (HR), and the management team and managers complained about having to complete these exercises when, particularly at the lower levels of the organization, we never really implemented the plan if a vacancy occurred. After several years of completing the exercises, the HR team decided to only complete succession planning activities at the top level and talent planning exercises for the rest of the organization.

The Benefits of Coupling Training and Development with Succession Planning

Program ParticipantTraining and development is not just a nice benefit for your employees, but key for an organization’s short- and long-term health. Organizations are composed of human beings, which are the essential resource. The better the quality of that resource the better off the organization is as a whole.

The Value of Establishing a Mentoring Program Within Your Organization

Program ParticipantsOrganizations are continuously faced with the challenge of retaining top talent. Establishing a mentoring program is one value-add that can extend the longevity – and loyalty – of employees. A mentoring program ensures a win-win-win: The mentee wins. The mentor wins. The organization wins. As I see it, there is no downside to hosting a mentoring program in your organization…only an upside.

Mentoring: Investing in the Present and the Future

Program ParticipantsMentoring has been formalized into programs, policies and initiatives; repackaged as one of many silver bullets. While there are no silver bullets, mentoring really is crucial for individuals and organizations.

Know the Difference Between Coaching and Mentoring

Program ParticipantsOne of the most frequent questions that I am asked as a coach is, “What is the difference between a coach and a mentor?” While the skills required are similar, and both are used as professional development tools, the structure and the outcome are quite different.

What Do You Lose When Teamwork Fails?

Program ParticipantsIs teamwork really that important or is it just another buzzword? Sometimes the best way to determine the true value of something is to recognize what would happen if it were lost.


Where Do PIPs Fit into Coaching and Counseling?

Program Participants​Originally introduced in the 1950’s, the concept of Management by Objectives (MBO) encouraged the involvement of employees in the company’s goal setting process to increase engagement and improve results. By the 1980’s practically every modern Fortune 500 Company had implemented a goal setting process as part of their overall performance management practice. By setting goals, the organization could focus performance on those activities that would yield the greatest results.

Why Coaching is an Important Management Skill

Program Participants​Gone are the days when managers were just managers. More managers today are encouraged, even expected, to develop themselves as leaders and acquire coaching skills to more effectively manage their teams. Not only does coaching allow you to grow as a leader, it also makes you more attractive when interviewing for a new position. Add the skill of coach to your professional portfolio and you rise to the top of the list of candidates.

Performance Management: Leading by Example

Program ParticipantsEveryone seems to agree that performance management is a good thing, but few companies are effectively implementing performance management programs. So where’s the disconnect? What’s keeping so many companies from reaping the benefits of something as simple as a performance management program? In short, the answer is leadership.