COACHING FOR CHANGE: MORE THAN FOCUS AND OUTCOMES. John L. Bennett, Ph.D. McColl School of Business Queens University of Charlotte (USA) June 4, 2014
|
|
- Giles Strickland
- 7 years ago
- Views:
Transcription
1 COACHING FOR CHANGE: MORE THAN FOCUS AND OUTCOMES John L. Bennett, Ph.D. McColl School of Business Queens University of Charlotte (USA) June 4, 2014 Copyright 2014, John L. Bennett All Rights Reserved
2 Coaching for Change Discount (20%) code: RRK56 Discount available through June 30,
3 Agenda Introduction Coaching for Change Addressing Resistance to Change Applying Coaching to Support Change Developing Mastery: Client & Coach Questions/Answers Conclusion
4 Examples of Change Individual New role or responsibility New process or performance expectation New location or culture Group/Team Performance review or audit New or changing membership or team charter Improvement of existing product or policy New process or product Organization New product development New or adjacent market entry New leader/strategy/direction Organization redesign/restructuring Merger/acquisition
5 Perspectives Individual Team Organization Environment
6 Challenge of Organizational Change Nearly two-thirds of all major changes in organizations fail Only 20 to 30% of reengineering projects succeed 1 Only 23% of mergers & acquisitions make back their costs 2 Just 43% of quality-improvement efforts make satisfactory progress 3 9% of major software development applications in large organizations are worth the cost. 31 percent get cancelled before completion. 4 53% will result in cost overruns by 189 percent! 4 1 Hal Lancaster. "Reengineering Authors Reconsider Reengineering" Interview with Michael Hammer and James Champy. The Wall Street Journal. January 17, Anne Fisher. "How to Make a Merger Work." Fortune. January 24, Linda Moran, Jerry Hogeveen, Jan Latham, and Darlene Russ-Eft. Winning Competitive Advantage. Zenger Miller Jim Johnson. "Chaos: The Dollar Drain of IT Failures." Application Development Trends. January, 1995.
7 Owens-Corning Transformation Experience The support we provided to our leaders was key to our transformation We have also invested in developing the change management capability of our managers by teaching them key methodologies, skills, considerations and approaches to initiating and sustaining change in their businesses and with external stakeholders. Robert Paxton, SPHR VP Human Resources Owens-Corning Training Managers to Lead Innovation HR Magazine Feb. 2014, p. 40
8 Coaching is an Optimal Intervention for Change Leaders at all levels embrace their roles in change Effective change strategies are used Targets of change get what is needed Challenges & obstacles to change are identified and addressed Individual & organizational capacity is built All coaching is about change.
9 Coaching is Internal Coach Trans-disciplinary (adds the element of systematic coordination among disciplines to study and develop theory and practice) External Coach Group Coach Communication Consulting Counseling Facilitation Management Mentoring Pastoral Care Teaching Therapy Manager-Coach Peer Coach Systems Thinking Health and Wellness Human Development Sociology Spirituality Leadership Learning Philosophy Psychology (Figure 3.1) Internal Coach (Bennett & Bush, 2014)
10 What is change coaching? Helping relationship focused on client, action, & results Applied behavioral science grounded in numerous disciplines Cognitive, emotional, behavioral, spiritual aspects Requires self-awareness Skill, tool, & role used by leaders at all levels Competencies can be taught & developed Focused on change: performance, development, and/or transformation Helps individuals, teams, & organizations prepare for, excel through, and improve from change
11 Change Coaching Process: Steps Current Situation Needs/Desired Goals Information Gathering Possible Actions Action Planning Summary/Agreement Summary/ Agreement Context/ Situation Needs/ Desired Goals Action Planning Information Gathering Possible Actions (Bennett & Bush, 2014)
12 Coaching Skills Linked to the Change Coaching Process Situation Goals/Need Gathering Information Possible Actions Action Planning Summary/ Agreement Listening for Understanding Asking Powerful Questions Reframing Providing Feedback Providing Insight Building Support
13 Copyright 2014, Bennett & Bush All Rights Reserved Change Coaching Mindset Values: Accountability Authenticity Boundaries Candor Client s focus Compassion Behavior change Confidentiality Discovery Learning & Development Mutual respect Mutual trust Process: Coaching Results Assumptions: Coach brings a process Client desires help from the coach Client is able & willing to change Client is open to feedback Client has answers and/or access to them Behaviors Change Coaching Model Skills: Listening for Understanding Asking Powerful Questions Reframing Providing Feedback Providing Insights Developing Support Presence Partnering Impacts Performance Development Transformation
14 Using the Change Coaching Approach I can use these skills and tools when the situation calls for them. I will use this approach when I am in X role. This is how I want to be in the world. Skillset/ Tool Role or Identity Mindset Change Coaching Process & Model, Coaching Skills, & Tools Change Coaching-related Theories External Coach, Internal Coach, Peer Coach, Manager Coach, Group Coach Coaching Approach, Values and Assumptions, Ethics and Multi- Cultural Mindset If you change your mindset, you will naturally be able to use the skills and tools in any role you are in. Copyright 2014, Bennett & Bush All Rights Reserved
15 Focus of Change and Coaching are Similar Focus Examples Performance Applying knowledge and skills to achieve a desired result (e.g., sales) Acting on a plan; making decisions, and following through (accountability) Communicating, influencing others to change Development Gaining self-awareness of strengths Acquiring knowledge about a barrier to performance Developing a skill Creating a strategy and gaining stakeholder agreement Creating an action plan and building supportive relationships required to implement a course of action Moving to a new level of human development Transformation Shifting professional and career focus Developing a clear, compelling vision for a project or group Transitioning from one level of responsibility to another (e.g., supervisor to manager, or senior leader to executive) Focusing intentionally, creating a legacy and a desired future
16 Levels of Change Resistance 1. I don t understand it 2. I don t like it 3. I don t like YOU (Maurer, 1996)
17 Mastery Model MASTERY Level of Effectiveness ACCEPTANCE ADOPTION INTEGRATION AWARENESS Time AWARENESS ACCEPTANCE ADOPTION INTEGRATION MASTERY Understands that a change is likely Has insight about self in relationship to the change Engages in the new role or change Commits to shifting mindsets and behaviors because of the change Actively engages in the new change mind sets, behaviors Acquires or develops the capabilities to perform in the change Blends the mindsets, behaviors and capabilities in order to make the new performance natural Links changes into existing processes, policies for sustainment Continues to develop the capacity to make additional changes Applies the development in new and different contexts (i.e. future changes) Conscious Incompetence Conscious Competence Unconscious Competence (Bennett & Bush, 2014)
18 A CEO asks the CFO, What do we do if we invest in our people and they leave? The CFO responds, What happens if we don t and they stay?
19 Focus of Change Coaching Examples Performance Development Transformation Individual Team Organization Making a direct report aware of a performance gap and helping them develop a plan of action. Coaching an employee to identify and work toward additional goals or projects that would gain additional visibility or lead to promotion in the organization. Supporting an employee in transitioning to a new role, shifting a work focus to a new role, expanding responsibilities that will benefit the organization. Coaching a group to identify key stakeholders for a change, and develop an action plan to support the change. Coaching a team to improve creativity or critical thinking; its decision making or other processes that will increase productivity. Supporting a group in taking on a significant new level of responsibility, influence or coordination that will result in innovation. Coaching to help organizational stakeholders understand the importance of an organizational change initiative and take action in the role of a change agent. Coaching a change leader to develop a compelling case for change, or change strategy or communications plan and messaging. Coaching key leaders or teams to advance the business strategy, identify new markets and partnerships, or create product/process innovation.
20 The Change Coaching Process 20
21 Coaching for Change: A Systems Perspective Performance Results Feedback Coaching Agenda for Coaching Contracting for Coaching
22 Skilled Coaching Practitioners Giving feedback Being present and listening actively Building trusting relationships Understanding context and culture of executives Being aware of business/management goals/impacts Creating a commitment for change Fostering self-awareness/reflection Acting on intuition with courage Being a reflective practitioner
23 Coaching: Being/Doing Hargrove (1995) asserted that a coach is something that you be (p. 39). He identifies the coach as being who one is, as opposed to an approach or model that one must follow step by step. The coach s self-awareness, confidence, and focus allow a coaching engagement to be what it needs to be to meet the needs of the client.
24 Mastery Requires High level of competence in, and application of, coach interpersonal and intrapersonal skills in the service of clients needs Pursuing self-awareness and self-management Learning agility
25 Dreyfus Model of Skill Acquisition Novice Advanced Beginner Competent Proficient Expert Situation has not been experienced Concrete principles, rules, models Context is still new More sophisticated rules, Analytic frame of mind Context no longer new Lessons from personal experience learned, may apply Situation has been experienced long-term, Connections made Intuitive ability to use patterns Intuition takes over Situation and execution absorbed and acted upon immediately (Dreyfus & Dreyfus, 1980, 1986, 2004)
26 Advanced Beginner & Expert Coaches Advanced Beginner Categories Expert Self-focused Self-awareness Self-aware Client-aware Awareness of the Coaching Client Client-focused Hopeful Confidence Free Explored Role of the Coach Known Learning / Weaving Compassionate Thought Partner Acquisition of Coaching Skills and Abilities Application of Coaching Skills and Abilities Experimenting / Reflecting Reflective Sage (Bennett & Rogers, 2013)
27 Mastery Model MASTERY Level of Effectiveness ACCEPTANCE ADOPTION INTEGRATION AWARENESS Time AWARENESS ACCEPTANCE ADOPTION INTEGRATION MASTERY Understands that a change is likely Has insight about self in relationship to the change Engages in the new role or change Commits to shifting mindsets and behaviors because of the change Actively engages in the new change mind sets, behaviors Acquires or develops the capabilities to perform in the change Blends the mindsets, behaviors and capabilities in order to make the new performance natural Links changes into existing processes, policies for sustainment Continues to develop the capacity to make additional changes Applies the development in new and different contexts (i.e. future changes) Conscious Incompetence Conscious Competence Unconscious Competence
28 Coaching for Change John L. Bennett, Ph.D., PCC, BCC McColl School of Business Queens University of
29 References Bennett, J. L., & Bush, M. W.. (2014). Coaching for change. New York, NY: Routledge. Bennett, J. L., & Rogers, K.. (2013). Skill acquisition of executive coaches: A journey toward mastery. In A. F. Buono, L. de Caluwé & A. Meike (Eds.), Exploring the Professional Identity of Management Consultants (Vol. 16). Charlotte, NC: Information Age Publishing. Dreyfus, H. L., & Dreyfus, S. E. (1986). Mind over machine: The power of human intuition and experience in the era of the computer. New York: The Free Press. Dreyfus, H. L., & Dreyfus, S. E. (1986). Five steps from novice to expert Mind over machine: The power of human intuition and experience in the era of the computer (pp ). New York, NY: The Free Press. Dreyfus, S. E., & Dryefus, H. L. (1980). A five stage model of the mental activities involved in directed skill acquisition (pp. 18). Berkeley, CA: Operations Research Center. Maurer, R. (1996). Beyond the wall of resistance: Unconventional strategies that build support for change. Austin, TX: Bard Books, Inc. Van Horn, C. E. (2013). Working scared (or not at all): The lost decade, great recession, and restoring the shattered american dream. England: Rowman & Littlefield.
Leveraging coaching for organisational change
Leveraging coaching for organisational change A paper from HR in a disordered world: IES Perspectives on HR 2015 Alison Carter, IES Principal Associate Member Paper 106 Leveraging coaching for organisational
More informationSTRATEGIC ALIGNMENT AND CAPACITY BUILDING FOR THE HR COMMUNITY
STRATEGIC ALIGNMENT AND CAPACITY BUILDING FOR THE HR COMMUNITY An Overview Designing, driving and implementing people management strategies, processes and projects for real business value HR Strategic
More informationConsulting on the Inside
Consulting on the Inside A Practical Guide for Intenal Consultants Copyright 2000, 2006, 2011 Barnes & Conti Associates, Inc. and David ASTD.L. ALL Francis, RIGHTS Ph.D.RESERVED. ALL RIGHTS COI-809-WB-1-1.0
More informationBecoming a Trusted HR Advisor
Becoming a Trusted HR Advisor Prepared by Consulting/Talent & Rewards HR Effectiveness Presentation to University of California Topics for Today The Changing Role of HR in Organizations Today What s Getting
More informationLeadership Development in Law firms Current and future practice
Leadership Development in Law firms Current and future practice Nick Petrie Harvard Law School August, 2011 Future Trends in Leadership Development The following report examines the ways in which law firms
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 informationThe Transpersonal (Spiritual) Journey Towards Leadership Excellence Using 8ICOL
The Transpersonal (Spiritual) Journey Towards Leadership Excellence Using 8ICOL Travelling from Ego Based Leadership to Transpersonal Leadership where the focus is beyond the ego to the needs of ALL the
More informationEXECUTIVE COACHING MOBIUS EXECUTIVE LEADERSHIP
MOBIUS EXECUTIVE LEADERSHIP EXECUTIVE COACHING coaching tied to the business strategy action learning fostering accountability and engagement sustainable behavioral change Mobius Executive Leadership is
More informationCouncil for the Advancement of Standards Learning and Development Outcomes Contextual Statement
Council for the Advancement of Standards Learning and Development Outcomes Contextual Statement The Council for the Advancement of Standards in Higher Education (CAS) promotes standards to enhance opportunities
More informationBC Public Service Competencies
BC Public Service Competencies Competencies that support LEADING PEOPLE For Executive and Directors: Motivating for Peak Performance Motivating for peak performance involves knowledge and skills in using
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 informationAttribute 1: COMMUNICATION
The positive are intended for use as a guide only and are not exhaustive. Not ALL will be applicable to ALL roles within a grade and in some cases may be appropriate to a Attribute 1: COMMUNICATION Level
More informationCandidates will demonstrate ethical attitudes and behaviors.
EDET 628 Apply instructional design principles to create a unit of instruction which integrates technology and enhances student understanding Demonstrate purposeful alignment of state competencies and
More informationSyllabus Award, Certificate & Diploma in Business Support
Syllabus Award, Certificate & Diploma in Business Support Qualifications in Business Support Our Level 5 Qualifications in Business Support have been developed by the Chartered Management Institute in
More informationSHRM s HR Professional Competency Model: A Road Map for Success
SHRM s HR Professional Competency Model: A Road Map for Success 1 Texas Higher Education HR Association (THEHRA) January 26, 2015 :: San Antonio, TX Sherry Johnson, SHRM-SCP, CAE SHRM Field Services Director
More informationProfessional Standards for Psychiatric Nursing
Professional Standards for Psychiatric Nursing November 2012 College of Registered Psychiatric Nurses of B.C. Suite 307 2502 St. Johns Street Port Moody, British Columbia V3H 2B4 Phone 604 931 5200 Fax
More informationStrategic HR Partner Assessment (SHRPA) Feedback Results
Strategic HR Partner Assessment (SHRPA) Feedback Results January 04 Copyright 997-04 Assessment Plus, Inc. Introduction This report is divided into four sections: Part I, The SHRPA TM Model, explains how
More informationSelf-Assessment Duval County School System. Level 3. Level 3. Level 3. Level 4
Standard 1: Purpose and Direction 1.1 The system engages in a systematic, inclusive, and comprehensive process to review, revise, and communicate a system-wide propose for the student success. The system
More informationDiploma in Executive and Leadership Coaching
Diploma in Executive and Leadership Coaching Diploma in Executive and Leadership Coaching The Coaching and Mentoring Partnership s (TCMP) Diploma in Executive and Leadership Coaching is an intensive one
More informationLEADERSHIP CULTURE SURVEY
LEADERSHIP CULTURE SURVEY THE LEADERSHIP CULTURE SURVEY TM See the whole picture and discover a compelling rationale for change The LEADERSHIP CULTURE SURVEY TM delivers a powerful litmus test of your
More informationStrategy Activation Planning a leadership development journey.
Strategy Activation Planning a leadership development journey. About this series. In these four articles, we ask: what are the keys to developing agile leaders who can pivot with the needs of the business
More informationOPM LEADERSHIP DEVELOPMENT MATRIX:
1 OPM LEADERSHIP DEVELOPMENT MATRIX: The following Leadership Development Matrix is part of OPM s Effective Learning Interventions for Developing ECQs report. The Matrix lists a range of leadership development
More informationPerformance Evaluation
Competency Exceptional Above Meets Partially Meets Overview of Ratings TRANSFORMATIVE work. In addition to exceeding performance goals, the organization (department, unit or program) is fundamentally better
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 informationProfile. Leadership Development Programs. Leadership Development. Approach to Leadership Development
Profile Leadership Development Programs Leadership Development Strong leadership will support an organisation in implementing change and driving the organisation from where it is now to where it needs
More informationIC Performance Standards
IC Performance Standards Final Version 1 23 April 2009 1 TABLE OF CONTENTS BACKGROUND... 3 OCCUPATIONAL STRUCTURE... 4 PERFORMANCE ELEMENT CONTENT MODELS... 7 Professional and Technician/Administrative
More informationArkansas Teaching Standards
Arkansas Teaching Standards The Arkansas Department of Education has adopted the 2011 Model Core Teaching Standards developed by Interstate Teacher Assessment and Support Consortium (InTASC) to replace
More informationCornwall Therapy Partnership. Graduate Certificate in Integrated Humanistic Psychotherapy
Cornwall Therapy Partnership Graduate Certificate in Integrated Humanistic Psychotherapy This document contains the outlines of the details of the Graduate Certificate in Integrated Humanistic Psychotherapy
More informationTOOL KIT for RESIDENT EDUCATOR and MENT OR MOVES
Get to Know My RE Observe Collect Evidence Mentor Moments Reflect Review Respond Tailor Support Provide Provide specific feedback specific Feedback What does my RE need? Practice Habits Of Mind Share Data
More informationThe Johns Hopkins University Human Resources Competency Dictionary
The Johns Hopkins University Human Resources Competency Dictionary JHU Human Resources Competencies (Applies to All HR Functional Areas) Business Partnership and Consultation Ethics and values Decision
More informationFYI LEADERSHIP. Coaching - A General Overview
FYI LEADERSHIP Coaching - A General Overview Revised: March 2014 Summary: This FYI discusses: (1) the benefits of executive and management coaching, (2) the advantages of internal vs. external coaching,
More informationCollege of Psychology and Humanistic Studies (PHS) Curriculum Learning Goals and PsyD Program Learning Goals, Objectives and Competencies (GOCs)
College of Psychology and Humanistic Studies (PHS) Curriculum Learning Goals and PsyD Program Learning Goals, Objectives and Competencies (GOCs) College of PHS Learning Goals PsyD Program Learning Goals
More information2015-2016 Academic Catalog
2015-2016 Academic Catalog Master of Science in Organizational Development and Leadership Chair, of the Department of Educational Leadership: Will Place, Ph.D. Director: Felice Tilin, Ph.D. Merion Hall,
More informationThe New West Point Leader Development System (WPLDS) Outcomes Approved by the Academic Board and Superintendent on 16 January 2014
Upon commissioning, West Point graduates are leaders of character committed to the ideals of duty, honor, country and prepared to accomplish the mission. They will: 1. Live honorably and build trust. Graduates
More informationNurse Practitioner Mentor Guideline NPAC-NZ
Nurse Practitioner Mentor Guideline NPAC-NZ Purpose To provide a framework for the mentorship of registered nurses to prepare for Nurse Practitioner (NP) registration from the Nursing Council of New Zealand.
More informationGraduate Profile. DipHE Mental Health Nursing
Graduate Profile DipHE Mental Health Nursing The following information, in conjunction with the graduate's individual practice portfolio and C.V., constitutes the graduate profile for the named award.
More informationCoach Training Program Syllabus A Guide for the Learner
International Coach Academy Coach Training Programs June 2012 Coach Training Program Syllabus A Guide for the Learner SUMMARY This document provides an overview of ICA Coach Training Programs - features,
More informationGLOBAL FINANCIAL PRIVATE CAPITAL Job Description. JOB TITLE: Client Relationship Manager
GLOBAL FINANCIAL PRIVATE CAPITAL Job Description JOB TITLE: Client Relationship Manager Reports To: Financial Advisor Exempt Prepared by: ADP Resource June 10, 2014 SUMMARY This position is primarily responsible
More informationLeadership Development Catalogue
The TrainingFolks Approach The importance of superior management, leadership and interpersonal skills are critical to both individual and organizational success. It is also critical to apply these skills
More informationPosition Title: Business Development Manager (BDM) Department: Business Development. Reports to: Vice President, Business Development
Position Title: Business Development Manager (BDM) Department: Business Development Reports to: Vice President, Business Development Overall Responsibilities The Business Development Manager is responsible
More informationChange Management Is A Behavioral Competency You Can Develop
Change Management Is A Behavioral Competency You Can Develop Hinda K. Sterling Herbert L. Selesnick & Sterling Selesnick, INC Change Management Is A Behavioral Competency You Can Develop This article is
More informationCase Study: Leadership Development Working Across Boundaries: An Innovative Approach to Building Leadership. June 2014
Case Study: Leadership Development Working Across Boundaries: An Innovative Approach to Building Leadership June 2014 The partnership The Leadership & Organizational Development Consortium (LODC) consists
More informationDepartment of Leadership and Organizational Psychology
Azusa Pacific University 1 Department of Leadership and Organizational Psychology Department Overview The Department of Leadership and Organizational Psychology (http://www.apu.edu/bas/leadershippsych)
More informationPerformance Evaluation Senior Leadership
Performance Evaluation Senior Leadership Employee Name: Position: Program/Dept.: Supervisor Name: Review Date: For each of the valuation standards, bullet points have been provided to assist you with the
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 informationLeadership Development for Organizational Success
\ A Hot Topics Paper Prepared by the SIOP Visibility Committee Leadership Development for Organizational Success Aaron J. Kraus and Chantale N. Wilson The University of Akron Prepared by the Visibility
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 informationKorn Ferry Leadership Principles. Strengthening your organization's leadership base.
Korn Ferry Leadership Principles Strengthening your organization's leadership base. How secure is your leadership base? Moving from being an individual contributor to a first leadership role is one of
More informationASSOCIATION OF COACH TRAINING ORGANIZATIONS
ASSOCIATION OF COACH TRAINING ORGANIZATIONS University of Santa Monica Soul-Centered Professional Coaching Certificate Program. 1. General description of your program. For most people, coaching is all
More informationUmbrella for Research into Human Resource Development (HRD)
Human Resource Development International, Vol. 10, No. 1, 99 106, March 2007 Umbrella for Research into Human Resource Development (HRD) LIDEWEY E. C. VAN DER SLUIS Vrije Universiteit What may be the future
More informationField Guide to Consulting and Organizational Development. Table of Contents
Field Guide to Consulting and Organizational Development Collaborative and Systems Approach to Performance, Change and Learning Introduction Focus of Guidebook Audiences Content of Guidebook How to Use
More informationBuilding Leaders at Campbell Soup Company
Building Leaders at Campbell Soup Company September 29, 2011 Presented with 1 Introduction Speakers Emily Riggs Senior Manager Human Resources, Campbell North America Debbie Levine Consultant, CPP, Inc.
More informationNational Standards. Council for Standards in Human Service Education. http://www.cshse.org 2013 (2010, 1980, 2005, 2009)
Council for Standards in Human Service Education National Standards ASSOCIATE DEGREE IN HUMAN SERVICES http://www.cshse.org 2013 (2010, 1980, 2005, 2009) I. GENERAL PROGRAM CHARACTERISTICS A. Institutional
More informationJob Description / Performance Evaluation ASSISTANT EXECUTIVE DIRECTOR OF NURSING
Hamad Medical Corporation Department of Nursing Job Description / Performance Evaluation ASSISTANT EXECUTIVE DIRECTOR OF NURSING Name: Corp. No. : Title : No. of Day(s) Sick : Department : No. of Day(s)
More informationThe Standards for Leadership and Management: supporting leadership and management development December 2012
DRIVING FORWARD PROFESSIONAL STANDARDS FOR TEACHERS The Standards for Leadership and Management: supporting leadership and management development December 2012 Contents Page The Standards for Leadership
More informationFINANCIAL ACCOUNTING MANAGER
Job Description FINANCIAL ACCOUNTING MANAGER This job description provides an indicative outline of the purpose and accountabilities of the role. Specific performance requirements and expectations will
More informationCoaching and mentoring - The role of experience and sector knowledge
Page 10 Coaching and mentoring - The role of experience and sector knowledge Jonathan Passmore, OPM, 252b Gray s Inn Road, London WC1X 8XG Email contact: jonathancpassmore@yahoo.co.uk Abstract This article
More informationGLOBAL FINANCIAL PRIVATE CAPITAL, LLC. Job Description. JOB TITLE: Compliance Director
GLOBAL FINANCIAL PRIVATE CAPITAL, LLC Job Description JOB TITLE: Compliance Director SUMMARY: This position is primarily responsible for serving as the manager and supervisor within the Compliance Department
More informationThe Changing Nature of Leadership in Law Firms
By: Roland B. Smith Paul Bennett Marrow DEFINING LEADERSHIP WITHIN LAW FIRMS In discussions with lawyer-leaders, we have found a lack of consensus and clarity about the definition of leadership and the
More informationEXECUTIVE BEHAVIORAL INTERVIEW GUIDE
EXECUTIVE BEHAVIORAL INTERVIEW GUIDE INTERVIEW GUIDE INSTRUCTIONS: This Interview Guide is intended to help hiring executives conduct behavioral interviews for executive classifications covered by the
More information20 most frequently asked questions about Leaders Develop Leaders - Approved Coach
20 most frequently asked questions about Leaders Develop Leaders - Approved Coach Training Hours by the ICF We are very excited about Leaders Develop Leaders. Through this program, we hope to not just
More informationHKIHRM HR PROFESSIONAL STANDARDS MODEL
HKIHRM HR PROFESSIONAL STANDARDS MODEL Creating Values For You and For Organisations Setting Standards Recognising s ABOUT HKIHRM The Hong Kong Institute of Human Resource Management (HKIHRM) is the leading
More informationNew Jersey Professional Standards for Teachers Alignment with InTASC NJAC 6A:9C-3.3 (effective May 5, 2014)
New Jersey Professional Standards for Teachers Alignment with InTASC NJAC 6A:9C-3.3 (effective May 5, 2014) Background On April 1, 2014, the State Board of Education adopted updated Professional Standards
More informationEngineer/Architect Executive
Office of Human Resources Engineer/Architect Executive Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Directs functional and/or operational areas that include establishing a multi-year vision and strategic
More informationGRADUATE COACHING EDUCATION: FROM WILD WEST TO ESTABLISHED TERRITORY
GRADUATE COACHING EDUCATION: FROM WILD WEST TO ESTABLISHED TERRITORY Moderator: Mary Wayne Bush, Ed.D. Panelists: John L. Bennett, Ph.D., PCC, CMC Francine Campone, Ed.D., MCC, MAC Pauline Fatien Diochon,
More informationQUALIFICATION SPECIFICATIONS ILM LEVEL 7 CERTIFICATE IN EXECUTIVE COACHING AND LEADERSHIP MENTORING
QUALIFICATION SPECIFICATIONS ILM LEVEL 7 CERTIFICATE IN EXECUTIVE COACHING AND LEADERSHIP MENTORING QS/L7CECLM/0911 Circulation of Qualification Specifications These Qualification Specifications are provided
More informationDeveloping Life-Long Learners Through Personal Growth Projects
Developing Life-Long Learners Through Personal Growth Projects Barry Boyd Associate Professor Texas A&M University 2116 TAMU College Station, TX 77843-2116 b-boyd@tamu.edu (979) 862-3693 Jennifer Williams
More informationFAO Competency Framework
FAO Competency Framework FAO Competency Framework Acknowledgements FAO is grateful to the UNAIDS Secretariat, which has kindly permitted FAO to re-use and adapt the explanatory text on competencies from
More informationAACN SCOPE AND STANDARDS
AACN SCOPE AND STANDARDS FOR ACUTE AND CRITICAL CARE NURSING PRACTICE AMERICAN ASSOCIATION of CRITICAL-CARE NURSES AACN SCOPE AND STANDARDS FOR ACUTE AND CRITICAL CARE NURSING PRACTICE Editor: Linda Bell,
More informationGuidebook for Establishing Diversity and Inclusion Employee Resource Groups
a diverse community, a better nation. Guidebook for Establishing Diversity and Inclusion Employee Resource Groups By Armida Mendez Russell, Co-Founder, DiversityFIRST Consulting and VP Education, National
More informationPROGRAMME SPECIFICATION
Programme Specification Section 1: Basic Data Awarding institution/body Teaching institution Faculty responsible for programme University of the West of England University of the West of England Faculty
More informationWorkforce Development Pathway 8 Supervision, Mentoring & Coaching
Workforce Development Pathway 8 Supervision, Mentoring & Coaching A recovery-oriented service allows the opportunity for staff to explore and learn directly from the wisdom and experience of others. What
More informationGaining Ground. April 15th. Leading through Changing Times. to save $200. June 11 12, 2015. What keeps you up at night? Create the space for answers
April 15th to save $200 Gaining Ground June 11 12, 2015 Leading through Changing Times During this program, you will: As the workplace changes, we must learn to shift our mindsets and behaviors to match
More informationPersonal Development Plan
I. ESTABLISH FOCUS and DIRECTION Personal Development Plan Provide better planning and structure to meetings Establish formal meeting agenda to be used during my 1:1 with direct reports, senior staff meetings,
More informationP O S I T I O N D E S C R I P T I O N POSITION # MANAGEMENT EXCLUDED BARGAINING UNIT
P O S I T I O N D E S C R I P T I O N SECTION A: Position Identification POSITION TITLE: Social Worker (MSW) CLASSIFICATION DEPARTMENT DIVISION POSITION # MANAGEMENT EXCLUDED BARGAINING UNIT SECTION B:
More informationQulliq Energy Corporation. Job Description
Qulliq Energy Corporation POSITION TITLE Senior Accountant - Excluded Job Description REPORTS TO Controller REPORTING TO THIS POSITION Intermediate Accountant LOCATION Baker Lake, Nunavut POSITIONAL OBJECTIVE
More informationNAVSEA Leadership Development Continuum
NAVSEA Leadership Development Continuum The Continuum allows employees to focus on leadership development through various stages of their careers, in preparation for future opportunities with the organization.
More informationEmployability Skills Framework
Employability Skills Framework All young people need a set of skills and attributes that will prepare them for both employment and further learning. The Employability Skills Framework includes what employers
More informationGUIDE TO PATIENT COUNSELLING
Guide To Patient Counselling page - 1 - GUIDE TO PATIENT COUNSELLING Communication is the transfer of information meaningful to those involved. It is the process in which messages are generated and sent
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 informationProfessional Life Coaching Certificate
NEW this year! Professional Life Coaching Certificate Life coaching addresses the whole person: mind, emotions, body, and spirit September 2015 through May 2016 uwlifecoach.com Professional Life Coaching
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 informationDoDEA Personnel Center HR Competency Definitions
DoDEA Personnel Center HR Competency Definitions ATTACHMENT 10 Business Management Competencies Business Process Reengineering Applies business process reengineering principles and techniques to reengineer
More informationwww.simplyapilgrim.com Program Design for the Internship- Based Urban Ministry Program
Program Design for the Internship- Based Urban Ministry Program The 2009 US Census states there are almost 310 million people living in America today. Of them, 222 million (71.6%) live in an urban (population
More informationthe Defence Leadership framework
the Defence Leadership framework Growing Leaders at all Levels Professionalism Loyalty Integrity Courage Innovation Teamwork Foreword One of the founding elements of Building Force 2030, as outlined in
More informationDEEPER LEARNING COMPETENCIES April 2013
DEEPER LEARNING COMPETENCIES April 2013 Deeper learning is an umbrella term for the skills and knowledge that students must possess to succeed in 21 st century jobs and civic life. At its heart is a set
More informationSenior Human Resources Business Partner
Career Service Authority Senior Human Resources Business Partner Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Functions as a strategic human resources consultant, where an agency human resources team
More informationGraduate Profile. BA (Hons/Ord) Learning Disability Nursing
Graduate Profile BA (Hons/Ord) Learning Disability Nursing The following information, in conjunction with the graduate's individual practice portfolio and C.V., constitutes the graduate profile for the
More informationWant the Best Self-Directed Learning Experience in the Industry? e-learning Catalog
Want the Best Self-Directed Learning Experience in the Industry? 2015 e-learning Catalog Industry and Technical Knowledge Packaged to Fit Your Needs Our e-learning library features a vast array of online
More informationFRAMEWORK NURSING BEHAVIORS
DOMAIN: Clinical Skills and Knowledge NURSING PROCESS Assessment Performs assessment and identifies appropriate nursing diagnosis and/or patient care standard with assistance. Recognizes data and identifies
More information4 Leadership Competencies Associated with Executive Coaching
Leadership Competencies Associated with Executive Coaching 4 Leadership Competencies Associated with Executive Coaching Executive Coaching is an active, one-on-one, collaborative professional development
More informationDelivering Accredited Coach Training for Over 15 Years, Globally
Delivering Accredited Coach Training for Over 15 Years, Globally Where it all began International Coach Academy (ICA) was created in the year 2000 with a vision to create a vibrant global community of
More informationOCCUPATIONAL THERAPY ASSISTANT CURRICULUM DESIGN
OCCUPATIONAL THERAPY ASSISTANT CURRICULUM DESIGN The design of the content, scope, and course sequencing for the Occupational Therapy Assistant ( OTA ) curriculum combines the mission of the OTA program,
More informationAlignment Table School Counseling. Austin Peay State University Professional Educational Standards, CACREP STANDARDS, and NCATE Standards
Alignment Table School Counseling Austin Peay State University Professional Educational Standards, CACREP STANDARDS, and NCATE Standards Austin Peay State University Professional Educational Standards
More informationOptimizing Rewards and Employee Engagement
Optimizing Rewards and Employee Engagement Improving employee motivation and engagement, and identifying the right total rewards strategy to influence workforce effectiveness. Kevin Aselstine, Towers Perrin
More informationResurrection Metropolitan Community Church Church Administrator Position Description and Purpose
Resurrection Metropolitan Community Church Church Administrator Position Description and Purpose Reports to: Senior Pastor Supervises: Operation Staff and Volunteer Team Leads Part of: Executive Team Revised:
More informationPrecision Coaching and Development with the CPI 260
W H I T E P A P E R / P A G E 1 Precision Coaching and Development with the CPI 260 Assessment Martin Boult, BBSc, D.Psych Two weeks after successfully graduating from the CPI 260 Certification Program,
More informationSchool Psychology Program Goals, Objectives, & Competencies
RUTGERS SCHOOL PSYCHOLOGY PROGRAM PRACTICUM HANDBOOK Introduction School Psychology is a general practice and health service provider specialty of professional psychology that is concerned with the science
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 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 information