Mentoring: A Professional Development and Succession Planning Strategy
|
|
- Janice Gallagher
- 8 years ago
- Views:
Transcription
1 Mentoring: A Professional Development and Succession Planning Strategy Presented by: Ruby H. Greene, MPA RHG Consulting Services Liza L. Long, RN Cobble Hill Health Center RHG Consulting Services 1
2 Mentoring What is mentoring? Mentoring as problem solving Mentoring as an art Mentoring, another leadership tool Mentoring for succession planning RHG Consulting Services 2
3 Mentoring Mentoring roles and responsibilities Desired characteristics of a mentor Desired characteristics of a mentee RHG Consulting Services 3
4 Essential & Qualities of Mentoring Relationships Trust Self esteem Partnership building Time respect Balance Truth Generosity Passion courage RHG Consulting Services 4
5 Mentoring Competencies Surrendering Accepting Giving extending RHG Consulting Services 5
6 Six Step Mentoring Process Evaluate characteristics Identify mentoree Establish guidelines Perform roles Evaluate relationship End relationship RHG Consulting Services 6
7 Three Types of Mentoring Traditional mentoring Planned mentoring Self-mentoring RHG Consulting Services 7
8 Barriers to Effective Mentoring Management support Time Assessing & selecting mentors and mentorees Monitoring and measuring success Avoiding favoritism Mentoring versus open competition for promotion RHG Consulting Services 8
9 Benefits of Mentoring Faster orientation and enculturation Knowledge transfer Strengthened relationships and culture Increased loyalty and retention Succession planning Faster development of new leaders Higher overall capability of workforce RHG Consulting Services 9
10 ACTIVITY: Finding a Mentor 1. Determine a professional need you have 2. Create a list of potential mentors 3. Select a few possible mentors who might be right for you 4. Create a Mentoring Action Plan Select a particular learning need or goal that you have Identify one key result or outcome that would have the most impact on your effectiveness What resources or people do you have access to that could help you in this development area What level of skill do you need in this area (e.g., familiarity, certification, ability to train others RHG Consulting Services 10
11 Mentoring as Professional Development Some basic assumptions The purpose for mentoring The mentor s role and tasks RHG Consulting Services 11
12 Mentoring as Professional Development Selection of mentors Exclusive Inclusive Matching mentors and mentorees Expectations for mentors and mentorees RHG Consulting Services 12
13 Mentoring as Professional Development Training The support for mentoring The context for mentoring RHG Consulting Services 13
14 Mentoring and Leadership Leadership and mentorship appear to be closely aligned, as relationships, rather than structures, become more valued with work settings. Ann Darwin RHG Consulting Services 14
15 Mentoring is More than Teaching Mentoring involves going above and beyond. It is a relationship in which a person with greater experience, expertise, and wisdom counsels, teaches, guides, and helps another person to develop both personally and professionally. Gordon Shea RHG Consulting Services 15
16 Mentoring: Succession Planning A strategy for minimizing the impact of departures RHG Consulting Services 16
17 What Happens When People Leave? What is the Impact on work group? Impact on division/department? Impact on the organization as a whole? Impact on YOU? RHG Consulting Services 17
18 Why Isn t Succession Planning More Common? Time consuming Important, but not urgent No immediate results Resistance from managers and directors RHG Consulting Services 18
19 Why Succession Planning Should be a Common Practice Leaders/potential leaders want to work for quality organizations Limited talent pool Provides an opportunity to identify potential leaders and groom them for advancement Helps the organization prepare for the future RHG Consulting Services 19
20 Action Steps to Succession Planning Identify the desired leadership skills and attributes of successors Identify potential leaders Share vision with each employee Assess each individuals goals RHG Consulting Services 20
21 Action Steps, continued Identify gaps in skills Assign growth tasks and training Mentor to so that they re ready to ascend into leadership Don t let those who are not interested in advancement hold you back RHG Consulting Services 21
22 ACTIVITY: Succession Planning Small Group Discussion 1. Think about a position you aspire to 2. Think about a member of your staff who might aspire to your position What professional core competencies are essential for your job or the job you aspire to? Who on your staff or in your organization currently has them? What strategies can you think of that would help you help a member of your staff develop those competencies?. What strategy can you take to develop competencies for the position you aspire to? RHG Consulting Services 22
23 The Value of Mentoring An important part of succession planning Builds long-term, organizational loyalty Customized on the job development Inexpensive primarily soft costs Flexible: formal or informal A good mentor-mentee relationship can be beneficial throughout a career RHG Consulting Services 23
24 Final Thoughts. People quit people before they quit organizations What are you doing to inspire your brightest and best to stay with you? How much do you know about your employees, their goals and aspirations? What are you doing to help them achieve their dreams? RHG Consulting Services 24
25 Questions? RHG Consulting Services 25
Growing Tomorrow s Leaders Today Preparing Effective School Leaders in New York State
The New York State Board of Regents and The New York State Education Department Growing Tomorrow s Leaders Today Preparing Effective School Leaders in New York State "The factor that empowers the people
More informationOntario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum
Ontario Leadership Strategy Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Contents 1. Purpose 2. Why Succession Planning and Talent Development?
More informationDepartment of Human Resources FY 2009-2013 Strategic Plan
Department of Human Resources FY 2009-2013 Strategic Plan OUR MISSION, VISION, PHILOSOPHY OUR MISSION In partnership with the University of Arizona community, we attract and engage the world-class human
More informationTalent Management. William A Guillory, Ph.D. Innovations International, Inc. Salt Lake City, Utah 84117
Talent Management William A Guillory, Ph.D. Innovations International, Inc. Salt Lake City, Utah 84117 Talent management is an initiative designed to source, attract, recruit, develop, advance, and retain
More informationThe Future: Succession Planning, Competencies and Staff Development. Session Objectives. Succession Planning
The Future: Succession Planning, Competencies and Staff Development Amy R. Hurd, Ph.D., CPRP Illinois State University Cindy A. Curtis, CPRP Director City of Virginia Beach Session Objectives Identify
More informationSuccession Planning Process
Planning Process INTRODUCTION planning is a systematic approach to: Building a leadership pipeline/talent pool to ensure leadership continuity Developing potential successors in ways that best fit their
More informationThe Importance of Succession Planning and Best Practices. Shellie Haroski, SPHR
The Importance of Succession Planning and Best Practices Shellie Haroski, SPHR Questions to consider What percentage of your employees will retire in the next 5 years? 10 years? What percentage of your
More informationCareer Management. Succession Planning. Dr. Oyewole O. Sarumi
Career Management & Succession Planning Dr. Oyewole O. Sarumi Scope of Discourse Introduction/Background Definitions of Terms: Career, Career Path, Career Planning, Career Management. The Career Development
More informationSometimes there is confusion over what mentoring is, and what it is not.
What is Mentoring? Mentoring is not new. On the contrary, the term mentor originates from Greek Mythology. The practice of mentoring even dates back to earlier times. In recent years there has been a remarkable
More informationMaking Diversity Work for You
Making Diversity Work for You Shelby Scales Executive Director Airport Minority Advisory Council & Eric L. Mercado, C.M., ACE Managing Director Aviation Career Services AMAC s Five Year Strategic Plan
More informationMass- NAHN Aspiring Leader Mentorship Program
Boston, MA. 02114 www.massnahnboston.com Mass- NAHN Aspiring Leader Mentorship Program The National Association of Hispanic Nurses is a non- profit professional association committed to the promotion of
More informationSUCCESSION PLANNING AND MANAGEMENT GUIDE
SUCCESSION PLANNING AND MANAGEMENT GUIDE HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008 Government of Newfoundland and Labrador P.O. Box 8700 St. John s Newfoundland
More informationEIGHT QUALITY MANAGEMENT PRINCIPLES
EIGHT QUALITY MANAGEMENT PRINCIPLES Principle 1: Customer focus Organizations depend on their customers and therefore should understand current and future customer needs,
More informationIf contract or probation indicate start date: end Date:
Preamble Staff Performance Appraisal is part of the Performance Management System of Kyambogo University. It is used as a management tool for establishing the extent to which set targets within overall
More informationTALENT MANAGEMENT A LINK TO BUSINESS STRATEGY
TALENT MANAGEMENT A LINK TO BUSINESS STRATEGY Lets talk strategy Lets talk Value Creation/ Value Drivers 2 The Key Question????? What are the key value drivers/ thematic areas in our organizations? What
More informationLeadership Development Handbook
Leadership Development Handbook Presented by: Langara College Human Resources Prepared by: Jackson Consulting Group Aim of the Handbook is to provide: Leadership Development Handbook - Introduction help
More informationPERFORMANCE MANAGEMENT COACHING AND PERFORMANCE GEORGIA PERIMETER COLLEGE
PERFORMANCE MANAGEMENT COACHING AND PERFORMANCE GEORGIA PERIMETER COLLEGE Module 2 Coaching and Performance with the GPC Strategic Plan Agenda 1. Performance Management Process The Next Plateau 2. Aspects
More informationDEFINITION OF MENTORSHIP
1 College of Nursing Mentorship Program The College of Nursing is committed to the career development of members of the faculty. To this end, the College provides mentorship for members of the faculty
More informationSuccession Planning. Passing The Torch To Our Future Leaders. Gary Milewski Perkins+Will, Inc
Succession Planning Passing The Torch To Our Future Leaders Gary Milewski Perkins+Will, Inc There are two kinds of people in organizations: Those with 20 years experience and those with one year experience
More informationPublic Service Commission Statement of Mandate
Public Service Commission Statement of Mandate 2014 2015 Inspired, client-focused professionals delivering innovative HR programs to advance employee engagement and the work of the Nova Scotia public service.
More informationPeople Management and Leadership Training That Gets Results!
and Leadership Training That Gets! Welcome to Great Managers! A 5 year Australian Government-funded research report, Leadership, Culture and Management Practices of High Performing Workplaces: The High
More informationSUCCESSION PLANNING. Susan A. Henry May 2012
SUCCESSION PLANNING Susan A. Henry May 2012 Introductions Who we are What are your expectations for the day Naming of a Scribe for the Day Workshop Objectives To understand your role in succession planning.
More informationExecutive Leadership MBA Course Descriptions
Executive Leadership MBA Course Descriptions MBA 608: Interpersonal Leadership and Managing Organizational Behavior (3 credits) This course provides rising stars learning opportunities to take the next
More informationCharles Smith Deputy Director Texas Office of the Attorney General, Child Support Division Austin, TX
Wednesday: Breakout Session 7 Workshop D Time: 1:00 p.m. - 2:15 p.m. Location: Woodford-Jessamine SUCCESSION PLANNING: GROOMING TOMORROW S LEADERS TODAY Are people born to lead, or is a good leader mentored
More informationControlling Leadership Talent Risk: An Enterprise Imperative. By Seymour Adler, Senior Vice President and Amy Mills, Vice President
Volume 1, Issue 1 November 2008 By Seymour Adler, Senior Vice President and Amy Mills, Vice President Leadership Shortage Imminent Grooming leaders is one of the most critical business needs in the modern
More informationShifting the Paradigm of Succession Planning
Shifting the Paradigm of Succession Planning Linda Callecod, Principle and Sr. Consultant; Seraphim Consulting and Training Solutions One of the very first principles I learned as a developing executive
More informationHow To Understand Organizational Power And Politics
HRCI Recertification Credits last updated: November 2013 SkillSoft is an HR Certification Institute Approved Provider. Being an HR Certification Institute Approved Provider gives recertification candidates
More informationDRAFT. Strategic Human Resources Plan. Our priorities 2012-2017. Students and communities at the centre of what we do.
DRAFT Strategic Human Resources Plan 2012-2017 Students and communities at the centre of what we do World class education and training and strong, sustainable communities are what students and communities
More informationNurse Mentoring: Creating a Professional Legacy. Experienced nurses everywhere have the opportunity to become mentors for
Nurse Mentoring: Creating a Professional Legacy Experienced nurses everywhere have the opportunity to become mentors for other nurses. Mentoring another nurse is a professional means of passing along knowledge,
More informationThe lack of depth of women leaders in U.S. healthcare organizations continues to
C A R E E R S Leveraging Women s Leadership Talent in Healthcare Martha C. Hauser, managing director and Southern Region healthcare practice leader, Diversified Search, Atlanta, Georgia The lack of depth
More informationHHS MENTORING PROGRAM. Partnering for Excellence MENTORING PROGRAM GUIDE
HHS MENTORING PROGRAM Partnering for Excellence MENTORING PROGRAM GUIDE November 17, 2008 TABLE OF CONTENTS Page I. VISION STATEMENT.... 2 II. MISSION STATEMENT. 2 III. INTRODUCTION...2 IV. PROGRAM OBJECTIVES.
More informationQUALITY MANAGEMENT PRINCIPLES
QUALITY MANAGEMENT PRINCIPLES The following text is an integral reproduction of the content of the document "Quality Management Principles". Introduction This document introduces the eight quality management
More informationBoard Leadership Development Strategy- Feb 2012
Board Leadership Development Strategy- Feb 2012 Superior-Greenstone District School Board believes both leadership and excellence are important at all levels within the organization and contributes to
More informationExecutive Leadership MBA Course Descriptions
Executive Leadership MBA Course Descriptions MBA 608: Interpersonal Leadership and Managing Organizational Behavior (3 credits) This course provides rising stars learning opportunities to take the next
More informationTalent Management Framework
Talent Management Framework A simple definition of Talent Management is: The systematic attraction, identification, development, engagement/retention and deployment of those individuals who are of particular
More informationThe Business Case for Succession Planning. University of Florida Executive Education
The Business Case for Succession Planning University of Florida Executive Education Succession Planning A continuous process of identification, assessment, and development of talented individuals as they
More informationBuild a Better Workplace: Engagement Edition
Build a Better Workplace: Employee Engagement Edition Employee engagement, that willingness of each employee to strive to do their best work on a daily basis, has become the leading indicator of performance
More informationSuccess Planning Are You Ready for the Next Step?
Success Planning Are You Ready for the Next Step? Introduction Have you done enough to ensure your successors are prepared to take the operational reins when you retire? Have you put the right people in
More informationMentoring program for engineering departmental academic activities
Mentoring program for engineering departmental academic activities Prof. Pallapa Venkataram Protocol Engineering and Technology Unit, Electrical Communication Engineering Dept., Indian Institute of Science,
More informationWe Fight Cancer: Care That Never Quits
We Fight Cancer: Care That Never Quits Cancer Treatment Centers of America (CTCA ) delivers an extraordinary patient experience we call Patient Empowered Care. We deliver state-of-the-art, high quality
More informationTalent Plan: Succession and Leadership Planning
Ottawa Public Library s Talent Plan: Succession and Leadership Planning Barbara Clubb City Librarian & CEO, Ottawa Public Library Barbara.Clubb@BiblioOttawaLibrary.ca 1 Ottawa Public Library: an amalgamated
More informationA Blueprint for 21st Century Nursing Ethics: Report of the National Nursing Summit. Executive Summary
A Blueprint for 21st Century Nursing Ethics: Report of the National Nursing Summit Executive Summary November 18, 2014 A Blueprint for 21st Century Nursing Ethics: Report of the National Nursing Summit
More informationHUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are
HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Human Capital Management Human Resources Department Personnel Department Levers: Differentiated Pay Career Ladders Distribution of
More informationDirector of Facilities Management
Office of Human Resources Director of Facilities Management Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Directs the Facilities Management Division of the Department of General Services including developing
More informationHow does HR support the business?
Exercise How does HR support the business? Contact Details + 44 (0) 845 862 1767 or enquiries@courageoushr.com www.courageoushr.com How does HR support the business strategy? Corporate (Level One) Define
More informationKnowledge Transfer Campaign
1 Knowledge Transfer Campaign A Concept Note Civil Service Bureau of Georgia Civil Service Reform and Development Department 2 Knowledge Transfer Campaign in Public Agencies of Georgia Aim of the KTC Knowledge
More informationUnleashing Potential. Building a Career Development Culture to Drive Employee Engagement. Jeneane Blom Senior Consultant Right Management
Unleashing Potential Building a Career Development Culture to Drive Employee Engagement Jeneane Blom Senior Consultant Right Management 2014 Right Management. All Rights Reserved. Right Management Overview
More informationWould I Follow Me? An Introduction to Management Leadership in the Workplace
Would I Follow Me? An Introduction to Management Leadership in the Workplace This dynamic program clearly shows the right and wrong ways to deal with the very important human dimension of team performance.
More informationPharmaceutical Sales Certificate
Pharmaceutical Sales Certificate Target Audience Medical representatives Objective The objective of this program is to provide the necessary skills and knowledge needed to succeed as medical representatives.
More informationDepartment of Education, Training and Employment
ance Performance Performance Performance Department Performance of Education, Training Performance and Employment Perfor Department of Education, Training and Employment erformance Performance Induction
More informationEngineer/Architect Director
Office of Human Resources Engineer/Architect Director Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Directs functional and/or operational professional areas that include developing annual and multi-year
More informationTo find out how your organisation is currently managing diversity. iii. How is my organisation managing diversity?
iii. How is my organisation managing diversity? To find out how your organisation is currently managing diversity in the workplace, take the Diversity Management Assessment. The assessment does NOT measure
More informationHuman Relations Sherry Peters - Director, Human Relations Specialist Professional Phase 2 (SP2), ASPA Bargaining Unit
JOB TITLE NAME UNIT REPORTS TO JOB FAMILY Organizational Development Specialist Vacant Human Relations Sherry Peters - Director, Human Relations Specialist Professional Phase 2 (SP2), ASPA Bargaining Unit
More informationModule 1 Personal Vision and Mission Statements for Business Leaders
Module 1 Personal Vision and Mission Statements for Business Leaders By Michelle Pate, MA, MBA How many times have you worked for a company and many of your co-workers don t know what is happening at the
More informationLearning for the Future. Professional Development Process Support Guide
Learning for the Future Professional Development Process Support Guide BCIT Human Resources June 2010 2 P a g e P r o f e s s i o n a l D e v e l o p m e n t P r o c e s s Table of Contents Section Page
More informationTHE TWIN COMPONENTS OF SUCCESSION MANAGEMENT: SUCCESSION PLANNING AND LEADERSHIP DEVELOPMENT
THE TWIN COMPONENTS OF SUCCESSION MANAGEMENT: SUCCESSION PLANNING AND LEADERSHIP DEVELOPMENT Presented at the International Public Management Association for Human Resources (IPMA-HR) Conference Frenchman
More informationTalent Management: BRAC s changing paradigm
Talent Management: BRAC s changing paradigm BRAC A global leader in creating opportunity for the world s poor BRAC is a development organization dedicated to alleviating poverty by empowering the poor.
More informationWHEN INDIVIDUALS SUCCEED ORGANIZATIONS WIN
WHEN INDIVIDUALS SUCCEED ORGANIZATIONS WIN THE WORKPLACE IS CHANGING There s a new dynamic in employee and employer relationships. Employees want to learn and grow throughout their entire careers. They
More informationTALENT DEVELOPMENT THE ROI OF MENTORING, COACHING, AND OTHER EMPLOYEE DEVELOPMENT PROGRAMS
THE ROI OF MENTORING, COACHING, AND OTHER EMPLOYEE PROGRAMS it s no secret that organizations who invest in employees are top performers. Programs like mentoring and coaching are increasingly popular methods
More informationQuality management principles
Quality management principles The following text is an integral reproduction of the content of the document "Quality Management Principles" * Introduction This document introduces the eight quality management
More informationHuman Resources People Strategy, 2014 to 2019 1. Human Resources People Strategy 2014 to 2019
Human Resources People Strategy, 2014 to 2019 1 Human Resources People Strategy 2014 to 2019 2 Human Resources People Strategy, 2014 to 2019 Human Resources People Strategy, 2014 to 2019 Deliver academic
More informationLeadership and Management Competencies
Leadership and Management Competencies 0 The Saskatchewan Public Service Vision: The Best Public Service in Canada Our Commitment to Excellence Dedicated to service excellence, we demonstrate innovation,
More informationPeople Strategy in Action
People Strategy in Action Welcome to Our People Strategy 2 The Bausch + Lomb People Strategy The Bausch + Lomb People Strategy 3 Introduction Transforming our company through our people Our transformation
More informationDeveloping the Best. A Corporate Learning Strategy for the BC Public Service. BC Public Service Agency Bringing out the best
Developing the Best A Corporate Learning Strategy for the BC Public Service BC Public Service Agency Bringing out the best Overview 3 Introduction Context Overview - A New Vision for Corporate Learning
More informationUC Santa Cruz Vision Conference
UC Santa Cruz Vision Conference April 16, 2014 The Big Themes Big Picture Ideas 1. information and communication web presence person to person access information who we are (ucsc ) 2. Defining the roles
More informationMentorship in the American Assembly for Men in Nursing (AAMN): A New Day is Here!
Mentorship in the American Assembly for Men in Nursing (AAMN): A New Day is Here! A report from the Mentorship Task Force (MTF) Michael E. Galbraith, RN, PhD; Bernadette Curry, PhD, RN; Danny Lee, RN,
More informationNEW YORK STATE SUCCESSION PLANNING
NEW YORK STATE SUCCESSION PLANNING A Guidebook for Local Officials 2015 Environmental Finance Center Syracuse University PREFACE This guidebook is intended to aid local officials in understanding the
More informationTalent Management & Succession Planning Masterclass
Talent Management & Succession Planning Masterclass The Capital 20 West Hotel, Johannesburg, South Africa 24 27 March 2015 WHAT YOU WILL ACHIEVE: Increase your working knowledge and your ability to manage
More informationMentoring Program Guide A program of the Alumni Association
Mentoring Program Guide A program of the Alumni Association Office of Advancement Dean s Suite 10 South 2000 East Salt Lake City, UT 84112-5880 (801) 581-5109 http://nursing.utah.edu Table of Contents
More informationWomen in Engineering. Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental
Women in Engineering Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Introduction Creating a Business Case for an In-House Professional Women s Program In 2012, Engineers
More informationSuccession Management/Planning Talent Management
Succession Management/Planning Talent Management Objectives Upon completing this workshop you will be able to: Utilize a basic framework for building a comprehensive succession plan. Understand the need
More informationOffice of Human Resources. Financial Manager
Office of Human Resources Financial Manager Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Manages financial functional and/or operational area(s) that include implementing work plans based on annual goals
More informationSELF-ASSESSMENT: YOUR HUMAN CAPITAL SYSTEMS
SELF-ASSESSMENT: YOUR HUMAN CAPITAL SYSTEMS Increasingly, business executives understand that human capital the skills, talents, and motivation of employees is truly an organization s most important asset
More informationShare This White Paper!
1 Introduction In the field of employee development, an area that creates much confusion is the differences between business coaching and business mentoring. This confusion often causes companies to opt
More informationbest practices How to engage business leaders in succession Three essentials for the talent review and beyond
best practices How to engage business leaders in succession Three essentials for the talent review and beyond As an HR professional, you know that effective succession management is critical if you re
More informationCareer Development and Succession Planning. Changing Landscape of HR 2012 Conference
Career Development and Succession Planning Changing Landscape of HR 2012 Conference Overview Career Development Program Succession Planning Process Benefits Reduced organizational risk. Increased productivity.
More informationAgenda. Strategic Succession Planning: Building Your Bench Strength. The Numbers say. SP Defined* The Art of Choosing Positions
Agenda Strategic Succession Planning: Building Your Bench Strength The Business Case for Succession Planning The Wedding: Succession Planning meets Leadership Development Top 10 Ideas for Building Your
More informationSuccession Planning Tool Kit
Succession Planning Tool Kit Succession planning is the process of identifying the key leadership positions within each department and developing employees within state government to assume these positions.
More informationKorn Ferry Senior Executive Sponsor. Building a stronger organization through sponsorship.
Korn Ferry Senior Executive Sponsor Building a stronger organization through sponsorship. Is leadership development the end of the story? It s well understood that the participants of leadership development
More informationIllinois Technology Foundation Mentor & Mentee Program Guide
Illinois Technology Foundation Mentor & Mentee Program Guide This student mentorship program has been developed as part of the academic mentoring initiative of the Illinois Technology Foundation. The program
More informationCase Study. We are growing quickly, and Saba is key to that successful growth.
Case Study In the dynamic energy industry, Mansfield Oil one of Forbes 50 Largest Private Companies fuels its employee engagement and retention with a new talent management strategy powered by Saba Software.
More informationPolicy on Succession Planning
Status: Approved Custodian: Human Resources Directorate Date Approved: 2013-07-17 Decision number: SAQA 14100/13 Implementation date: 2013-07-18 Due for review: 2016-07-16 File number Page 1 of 6 Contents
More informationIdentifying and Developing Leaders in House: The LaGuardia Community College Leadership Development Program
1 Identifying and Developing Leaders in House: The LaGuardia Community College Leadership Development Program Raymond J. Carozza, Executive Director, Human Resources Nila Bhaumik, Professional Development
More informationDRAFT CALL CENTER MANAGER JOB COMPETENCY MODEL
DRAFT CALL CENTER MANAGER JOB COMPETENCY MODEL Developed by Workitect, Inc. June, 2007 TABLE OF CONTENTS A. Overview of the Competencies by Cluster... 3 B. Call Center Manager Competencies... 4 C. Overview
More informationYOUNG ALUMNI LEADERSHIP PROGRAM
YOUNG ALUMNI LEADERSHIP PROGRAM MENTEE MANUAL 2015-16 PROGRAM OVERVIEW DESCRIPTION The Young Alumni Leadership Program is a mentoring experience for individuals interested in developing their leadership
More informationH U M A N R E S O U R C E S F R A M E W O R K
HALIFAX REGIONAL MUNICIPALITY Planning for Change Seizing Opportunities Safeguarding Our Future H U M A N R E S O U R C E S F R A M E W O R K Why Are We Here Today? To inform Council about our greatest
More informationSelf Assessment Tool for Principals and Vice-Principals
The Institute for Education Leadership (IEL) brings together representatives from the principals' associations, the supervisory officers' associations, councils of directors of education and the Ministry
More informationICE 2016 Tracks & Subcategories
ICE 2016 Tracks & Subcategories Career Development (Content Track 1) The Career Development track highlights trends and topics influencing a community of learning professionals interested in advancing
More informationRe-energizing the Practice of Leadership for the Public Good Public Sector Core Leadership Practices Paradoxes of Leadership
Re-energizing the Practice of Leadership for the Public Good Public Sector Core Leadership Practices Paradoxes of Leadership In July of 2001 a group of representatives from the National Security Agency
More informationBUILDING, NURTURING AND RETAINING THE NEXT GENERATION OF ACADEMICS. Executive summary
BUILDING, NURTURING AND RETAINING THE NEXT GENERATION OF ACADEMICS Executive summary Sum Amount requested from the Corporation in USD $ 1,900,000 Beginning Date: October 1, 2010 Ending Date: September
More informationDIRECTOR OF PEOPLE & ORGINAISATIONAL DEVELOPMENT NICK MERNOCK EMPLOYEE SUCCESSION PLANNING STRATEGY
AGENDA ITEM: REPORT TO: POLICY & FINANCE COMMITTEE DATE: 19 TH OCTOBER, 2006 REPORT NO. REPORTING OFFICER: CONTACT OFFICER: OFFICERS CONSULTED: SUBJECT: CFO/193/06 CHIEF FIRE OFFICER DIRECTOR OF PEOPLE
More informationSuccession Planning: Developing Your Bench Strength. Presented By: Michelle McCall, Managing Principal, IMG
Succession Planning: Developing Your Bench Strength Presented By: Michelle McCall, Managing Principal, IMG Agenda The Business Case for Succession Planning The Wedding: Succession Planning meets Leadership
More informationSuccession Planning. .from concept to results
Succession Planning.from concept to results Presenters: Barbara Headly, Organizational Development Lead, WWCCAC Matt Jones, Manager, IT Implementation, WWCCAC 1 Why Succession Planning matters A strategic
More informationHuman Resources Service Delivery Initiative Findings and Recommendations. Campus Update. November 2014
Human Resources Service Delivery Initiative Findings and Recommendations Campus Update November 2014 Context for the Initiative HR activities touch virtually everyone on the campus and present an area
More informationCEO Skills: The CEO as Coach
Growth Resources Business Results & Personal Development for CEOs & Executives CEO Skills: The CEO as Coach Growth Resources Inc. - Clay Garner - 847-208-8709 Marcy Calkins - 847-542-3486 - mcalkins@growthresource.com
More informationSuccession Management
Succession Management Design Build Attract When you plan for succession, you plan for success. Board members and executive leaders know the importance of succession management to long-term viability. They
More informationWorkforce Diversity: The Fresh Face of Employment in Canada
Workforce Diversity: The Fresh Face of Employment in Canada Workforce diversity and you Why a diverse workforce is important Canadian employers are making significant strides in inclusive hiring and improving
More informationHuman Resources Management SCS 0987-049
Human Resources Management SCS 0987-049 University of Toronto What Does Talent Management Mean? There is a lack of consistency regarding g a true definition. Talent on it s own can mean the combined employee
More informationPhilanthropy Toolkit
Philanthropy Toolkit Philanthropy at Jones Lang LaSalle At Jones Lang LaSalle, we believe that helping our communities is part of our culture. That s why we ve developed Community Connections, our comprehensive
More information