Turn mentoring into PROFITS There’s no doubt that the concept of workplace mentoring is a hot-button issue facing management today. With managers under extraordinary pressure to cut costs, streamline operations, and increase productivity, the role of mentors has become more critical than ever―particularly since studies show leaders who mentor get promoted faster and earn significantly more than those who don’t. But as with any growing workplace trend, questions remain about how to utilize mentoring so you get tangible and profitable results. This book, from two of the world’s foremost experts on business learning and employee development, answers those questions. Becoming an Effective Mentoring Leader breaks down the essentials of mentoring, and shows you how to take advantage of this valuable new workplace dynamic. You’ll learn:
<ul>
<li>The smartest way to incorporate mentoring into your day-to-day leadership role </li>
<li>The fastest way to equip, inspire, and motivate your staff </li>
<li>The differences between mentoring, coaching, and teaching </li>
<li>How you as a leader can rate the mentors in your office – and assess the progress of mentees </li>
</ul>
Using case studies, tools, and impactful learning concepts, the authors show you how to use mentoring’s “core skills” to create a winning approach tailored to your own style, be it the “reflective mentor,” the “storytelling mentor,” or “the example-based mentor.” The book also features several appendices and FAQs, handouts, and worksheets to gauge competencies among mentors and mentees, and a blueprint with steps to set up one’s own companywide program. As today’s biggest industry leaders continue to recognize the profound effect mentoring has on performance and profitability, there’s never been a better time to put this book’s essential tools to work for you.

Becoming an Effective Mentoring Leader: Proven Strategies for Building Excellence in Your Organization

Business & Money

Rothwell, William J.

Chee, Peter

Business Culture

McGraw=Hill

Strategic Human Resources Planning and Management

Kazanas, H.C.

Management & Leadership

PRENTICE/HALL

Many organizations are scrambling to prepare for an expected wave of retirements. Almost twice as many job openings are occurring from people retiring as from economic expansion―a direct function of a steadily aging workforce. The implications for businesses, government agencies, nonprofits, and educational institutions are enormous, as organizational leaders maneuver to fill the talent pipeline. In this context, organizations are stepping up their investments in career planning (training and development programs to help employees hone their skills and qualify for advancement) and succession management (programs designed to ensure the continuity of leadership). To date, however, these programs have generally been treated in isolation.
Drawing from a survey of 1,000 human resource practitioners and a wide variety of case examples, the authors demonstrate how to create that crucial link between succession and career development programs―developing one's organization's talent from the bottom up and the top down simultaneously. Featuring numerous diagnostics, checklists, and other interactive elements, Career Planning and Succession Management will become an indispensable guide for leaders and human resource professionals looking to align individual and organizational goals and ensure their economic future.
Many organizations today are scrambling to prepare for an expected wave of retirements. Almost twice as many job openings are occurring from people retiring than from economic expansion―a direct function of a steadily aging workforce. The implications for businesses, government agencies, nonprofits, and educational institutions are enormous, as organizational leaders maneuver to fill the talent pipeline. In this context, organizations are stepping up their investments in career planning (training and development programs to help employees hone their skills and qualify for advancement) and succession management (programs designed to ensure the continuity of leadership).
To date, these programs have generally been treated in isolation, and the combined effects of attracting, developing, and grooming talent from the bottom up and the top down are being lost. Drawing from the authors' decades of research and practical experience, a survey of 1,000 human resource practitioners, and examples from a wide variety of organizations, Career Planning and Succession Management shows readers how to create that crucial link between succession and career development programs. Showcasing the most current theory and practice, the book address such hot-button issues as: how to prevent top performers from leaving, how to balance the competing needs of promoting from within versus bringing in new blood, and dealing with unexpected retirements in an age of corporate scandal. Featuring numerous diagnostics, checklists, and other interactive elements, Career Planning and Succession Management will become an indispensable guide for leaders and human resource professionals looking to align individual and organizational goals and ensure their economic future.

Career Planning and Succession Management: Developing Your Organization's Talent--for Today and Tomorrow

Jackson, Robert D.

Knight, Shaun C.

Lindholm, John

Praeger

"Process consultation, invented by Edgar Schein, is both a skill and an Organization Development change effort. As a skill, process consultation means the ability to observe and provide feedback about small group dynamics to a work group about how well group members interact and how to improve that interaction. Just as facilitators devote their time to (in one word) asking, process consultants devote their time to (in one word) watching-at an expert level. As a change effort, process consultation is a concerted effort to help members of a group work together more effectively. For that reason, the word process in this context should be interpreted to mean "interpersonal interaction in small groups." Historically, process consultation has focused attention on face-to-face groups and their group dynamics. But times are changing. More work is done online or in blended (online and onsite) groups than face-to-face alone. A 2017 survey of over 25,000 workers in 12 countries revealed that 62 percent of the global workers are now working flexibly-with some residential work and some virtual work. The same survey found that workers believe that flexible work arrangements make them more productive and that 48 percent of survey respondents reported that their virtual interactions include representatives of other cultures. It is true that, for workers who can discipline themselves and manage distractions at home, virtual work can be more productive when commuting time is eliminated and workplace distractions are minimized. Virtual work has the advantage of reducing the need for childcare, slashing work wardrobe costs, and cutting unproductive, stressful commuting time. Despite how modes of working together have changed over the years-ranging from face-to-face to some degree of virtual (videoconference, audioconference, print-only collaboration, and many blended combinations) -and the growing need for finding ways to help people work together more effectively, there has been no practical guideline of process consultation in a virtual or mixed work setting since Schein's process consultation initially focused on group dynamics in face-to-face settings. Therefore, this book aims to provide practical approaches to process consultation, helping group members discover more effective ways of working together in blended virtual/residential and cross-cultural settings. Essentially, this book provides a practical, how-to guide for virtual coaching, using step-by-step procedural approaches, cases, and helpful platforms/technologies and tools. It also provides information about how to use technology to support the process of improving virtual or mixed group relationship"--

Virtual Coaching to Improve Group Relationships

Computers & Technology

Park, Cho Hyun

Games & Strategy Guides

CRC-Press

High-Performance Coaching for Managers: A Step-by-Step Approach to Increase Employees' Performance and Productivity

Coaching is a necessary skill for managers. It is important as a fundamental part of an organization's talent efforts―including talent acquisition, development and retention strategies. For a coaching program to succeed in an organization, it should be recognized as a useful approach throughout the organization and become part of the fabric of the corporate culture. Performance Coaching for Managers provides an important tool for organizations to use to train their managers on coaching. 
This book differs significantly from other books in the coaching market. Many books on coaching cast coaches as facilitators who question their clients (the coachees), helping them to articulate their own problems, formulate their own solutions, develop their own action plans to solve problems, and measure the success of efforts to implement those plans. That is called a nondirective approach. 
But this book adopts a directive approach by casting the coach as a manager who diagnoses the problems with worker job performance and offers specific advice on how to solve those problems. While there is nothing wrong with a nondirective approach, it does not always work well in job performance reviews in which the manager must inform the worker about gaps between what is needed (the desired) and what is performed (the actual). The significant difference between what is currently available in the market and what is offered in this book is the authors' collective experience of over 70 combined years of hands-on research and delivery experiences in the Human Resources Development field. 
According to the Harvard Business Review (2015), workers generally expect their immediate supervisors to give them honest feedback on how well they do their jobs―and specific advice on what to do if they are not performing in alignment with organizational expectations. When workers do not receive advice―but instead are questioned about their own views―they regard their managers as either incompetent or disingenuous. 
Effective managers should be able to offer direction to their employees. After all, managers are responsible for ensuring that their organizational units deliver the results needed by the organization. If they fail to do that, the organization does not achieve its strategic goals. This book gives managers direction in how to offer directive coaching to their workers.

Bakhshandeh, Behnam

Productivity Press

Coaching is a necessary skill for managers. It is important as a fundamental part of an organization's talent efforts-including talent acquisition, development and retention strategies. For a coaching program to succeed in an organization, it should be recognized as a useful approach throughout the organization and become part of the fabric of the corporate culture. Performance Coaching for Managers provides an important tool for organizations to use to train their managers on coaching. This book differs significantly from other books in the coaching market. Many books on coaching cast coaches as facilitators who question their clients (the coachees), helping them to articulate their own problems, formulate their own solutions, develop their own action plans to solve problems, and measure the success of efforts to implement those plans. That is called a nondirective approach. But this book adopts a directive approach by casting the coach as a manager who diagnoses the problems with worker job performance and offers specific advice on how to solve those problems. While there is nothing wrong with a nondirective approach, it does not always work well in job performance reviews in which the manager must inform the worker about gaps between what is needed (the desired) and what is performed (the actual). The significant difference between what is currently available in the market and what is offered in this book is the authors' collective experience of over 70 combined years of hands-on research and delivery experiences in the Human Resources Development field. According to the Harvard Business Review (2015), workers generally expect their immediate supervisors to give them honest feedback on how well they do their jobs-and specific advice on what to do if they are not performing in alignment with organizational expectations. When workers do not receive advice-but instead are questioned about their own views-they regard their managers as either incompetent or disingenuous. Effective managers should be able to offer direction to their employees. After all, managers are responsible for ensuring that their organizational units deliver the results needed by the organization. If they fail to do that, the organization does not achieve its strategic goals. This book gives managers direction in how to offer directive coaching to their workers.

Building Effective Technical Training is a hands-on guidebook written by William J. Rothwell and Joseph A. Benkowski-- two experts in the field of technical training-- that includes a wealth of information, guidelines, and suggestions for creating and implementing technical training programs for organizations of all types and sizes. In addition, the book is filled with real-life examples and proven techniques from successful technical trainings and includes the authors' own lessons learned from professional lives dedicated to training.

Building Effective Technical Training: How to Develop Hard Skills Within Organizations

Benkowski, Joseph A.

Industries

Jossey-Bass/Pfeiffer

An updated classic! The first research-based guide to developing training programs that truly improve employee performance, Mastering the Instructional Design Process will serve as a road map for all trainers, human resource managers, and instructional designers charged with the responsibility of finding effective, lasting solutions to employee performance problems. This guidebook will teach you how to:  Detect employee performance problems Conduct a needs assessment Identify causes of performance problems Develop performance objectives Implement working solutions  Mastering the Instructional Design Process is essential to anyone who seeks to improve workplace performance with training, job aids, organization development, employee reward programs, task-related feedback, and high-impact hiring. Full of case studies, checklists, and charts, this is your guide to performance improvement!

Mastering the Instructional Design Process: A Systematic Approach

An updated classic!The first research-based guide to developing training programs that truly improve employee performance, "Mastering the Instructional Design Process" will serve as a road map for all trainers, human resource managers, and instructional designers charged with the responsibility of finding effective, lasting solutions to employee performance problems.This guidebook will teach you how to: Detect employee performance problemsConduct a needs assessmentIdentify causes of performance problemsDevelop performance objectivesImplement working solutions"Mastering the Instructional Design Process" is essential to anyone who seeks to improve workplace performance with training, job aids, organization development, employee reward programs, task-related feedback, and high-impact hiring. Full of case studies, checklists, and charts, this is your guide to performance improvement!

Mastering the Instructional Design Process: A Systematic Approach (Jossey-Bass Management Series)

Proquest/Csa Journal Div

Save time, money, and effort by planning your adult learning programs like a pro. This book outlines a systematic planning process for directors of learning in business and education and offers comprehensive, hands-on guidance for the full range of planning tasks.

Beyond Instruction: Comprehensive Program Planning for Business and Education

Cookson, Peter S.

Pfeiffer

See the best price to sell, buy, or rent books by Rothwell, William J.. BookScouter helps to compare book prices from 25+ online bookstores and 30+ buyback vendors with a single search.

Books by Rothwell, William J.

See the best price to sell, buy, or rent books by Rothwell, William J.. BookScouter helps to compare book prices from 25+ online bookstores and 30+ buyback vendors with a single search.

Becoming an Effective Mentoring Leader: Proven Strategies for Building Excellence in Your Organization

Strategic Human Resources Planning and Management

Career Planning and Succession Management: Developing Your Organization's Talent--for Today and Tomorrow

Virtual Coaching to Improve Group Relationships

High-Performance Coaching for Managers: A Step-by-Step Approach to Increase Employees' Performance and Productivity

High-Performance Coaching for Managers: A Step-by-Step Approach to Increase Employees' Performance and Productivity

Building Effective Technical Training: How to Develop Hard Skills Within Organizations

Mastering the Instructional Design Process: A Systematic Approach

Mastering the Instructional Design Process: A Systematic Approach (Jossey-Bass Management Series)

Beyond Instruction: Comprehensive Program Planning for Business and Education