Last chance to sign up for a course on “Motivating Employees for Optimal Performance”. HRSentry has teamed up with Champlain College’s Professional and Executive Development Center to offer a series of online workshops in human resource management. Now more than ever, it is important to handle your HR challenges professionally and with minimal risk. This HR series is designed to help small to medium size organizations gain the expertise they need to manage risk and at the same time, provide excellent service and a welcoming workplace environment to employees.
These workshops are facilitated by human resource experts and SHRM accredited, yet are completely asynchronous so you may attend the sessions at whatever time of day is convenient for you.
Best Value! Save 25% by enrolling in all 4 workshops
Join us on Thursday April 21, 2011 from 2:00 – 3:00p.m. for a webinar titled Creating Employee Handb00ks. Learn how to create a handbook that will help your organization stay in compliance with various state and federal regulations while being a useful tool for your staff.
Last chance to sign up for a course on “HR Skill Building: Tools for Understanding and Preventing Discrimination”. HRSentry has teamed up with Champlain College’s Workforce Development Center to offer a series of online workshops in human resource management. Now more than ever, it is important to handle your HR challenges professionally and with minimal risk. This HR series is designed to help small to medium size organizations gain the expertise they need to manage risk and at the same time, provide excellent service and a welcoming workplace environment to employees.
These workshops are facilitated by human resource experts and SHRM accredited, yet are completely asynchronous so you may attend the sessions at whatever time of day is convenient for you.
Best Value! Save 25% by enrolling in all 4 workshops
Join us on Thursday February 17th, 2011 for a webinar titled Back to the Basics of HR! In the world of HR we get caught up in so many different situations, law changes, and the day to day administration that it is easy to lose sight of why the HR Dept even exists! This webinar will take us back to those basics and help us get on the right track for all the functions and responsibilities of HR.
The webinar will take place on Thursday, February 17th from 2:00-3:00 p.m. and it will be presented by Brenda JM Sabin, CBP HRSentry’s Director of Operations and Site Administration.
The following is the second of a three part series provided by Erik Thompson via the Journal of Accountancy:
Skill 2: Building Connections
Great mentors have a person-to-person connection with those they are helping to develop. They let people inside their heads, sharing their visions and passions but also their strategic concerns and dilemmas. Those around them feel “in touch” with the person behind the suit. They tell stories about their own professional development, making it clear that growth is expected.
When Corcoran’s organization started delivering more vigorous mentoring/ coaching to the next level of staff members, he allowed himself to be coached by one of his direct reports in front of his entire finance team. It was not rehearsed. The direct report “went down a path of asking some pointed questions about a position that I had taken. I put myself out there in front of a lot of people who work for me. It was a very powerful teaching and learning experience. It would be very difficult for me to subscribe to mentoring if I’m not willing to do it myself,” Corcoran said. “After that experience, mentoring became an important part of our team’s operating culture.”
Effective mentors are on a mission to know more about their people. They make the most of time spent traveling or lunching together by asking questions like “What are your most challenging business relationships?” and “What projects are you most excited about?” They foster innovation by asking “What skills do you have to offer our firm that we aren’t currently tapping?” Thinking out loud with a mentor allows strategic thinking to emerge.
A mentor’s job is not to “fix” frustrations and concerns, but it is absolutely his or her job to find out about them. “From a coaching view, you are more curiosity-driven; you’re going to encourage the coachee to think for themselves instead of follow. The conversation should be about the person who is being mentored and encouraging them to think imaginatively and creatively about other possibilities or about their role in a situation or problem,” Corcoran said.
Strong mentors are free of the illusion that they must have all the answers. They know that self-confidence grows when people overcome obstacles themselves, not from extra support. Mentors expect discipline, but foster an atmosphere of adventure and creativity.
