ComEd, an Exelon Company
|
|
- Virgil Richard
- 6 years ago
- Views:
Transcription
1 George Williams Senior Vice President, Operations George A. Williams is senior vice president, operations, for ComEd, an Exelon Company. He is responsible for overall coordination of operations including electric distribution, transmission maintenance, construction, new business and work management. Mr. Williams joined the company in 2006 with more than 22 years of experience in the electric utility industry. Before joining ComEd, he served as vice president of operations at Entergy s Grand Gulf Nuclear Station in Port Gibson, Miss. Mr. Williams began his tenure at Entergy in 2002 as vice president of operations support. Before joining Entergy, he served as general manager of nuclear assurance at PPL Susquehanna. Prior to PPL, he served as general manager, plant operations at Carolina Power & Light. Before joining CP&L, Mr. Williams spent 15 years at PECO, where he held a number of positions after starting at the company s Limerick Generating Station in Mr. Williams was an active board member in numerous civic and professional organizations in Mississippi, including: United Way, Juvenile Diabetes Research Foundation, Boy Scouts of America, Andrew Jackson Council Board of Directors, and American Association of Blacks in Energy (AABE). He earned a BS degree in electrical engineering from Widener University in 1984 and his MBA from St. Joseph s University in He is married with three children and resides in Naperville, IL. Q&A with George Williams What are some steps that you took to get to the position that you are in now? You must make sure you have the proper education. I have an undergraduate degree in electrical engineering and an MBA. I have also attended a series of executive development courses to stay current on the industry and what senior executives are focused on. Having a broad experience base has been very helpful as well. I ve worked in just about every part of the utility industry, from line organizations to start-up organizations and in the corporate office. I also work hard to keep my knowledge current on the industry, its challenges and what other companies do best. It has also helped my career to be flexible and willing to move around. A lot of executives derail themselves because they re very limited in where they ll go or locate their family. Where are some of the places that Exelon has taken you? I just came back to Exelon. I spent the first 15 years of my career at Philadelphia-based PECO Energy, which later merged with Unicom to form Exelon. I then joined Carolina Power & Light, which is now Progress Energy Company based in Raleigh, N.C. I next worked at PPL Susquehanna, headquartered in Allentown, Pa. From there I went to work for New Orleans-based Entergy, where I worked for the nuclear group based in Jackson, Miss. I was there for four and a half years before coming to Chicago to work for ComEd in Vault, Inc.
2 What are some things that you learned on the job and not in a classroom? Political savvy for one. You need to learn how to maneuver in your job, how to navigate the corporate landscape, how to avoid pitfalls, and how to connect with people and gain sponsorship. There s also a lot of business acumen that you must learn that you won t pick up in the classroom. In my career that has included how to deal with regulators, learning about competitors, managing budgets, and coaching and mentoring people. You can learn a lot in school about how to work with people, but when it comes to how to lead people, that s definitely something I learned on the job. How did you develop your leadership skills? I ve acquired it through training and real-world experience. One of my first training courses was an eight-week supervisory development academy, which introduced me to the various skills needed to be a successful supervisor. I was also lucky to have a few good coaches and mentors who provided useful feedback on what I was and wasn t doing well. A lot of it, though, is common sense and comes from watching others. You reflect on how you want to be treated and respected, and you apply that approach as a way of motivating others. You can also apply traits you see in others who are effective leaders, even if they are not in your industry, like Jack Welch and other successful corporate leaders. Do you think there is a glass ceiling in your industry? If so, how can minorities avoid hitting that glass ceiling? I won t say the glass ceiling exists everywhere, but I have seen places where it clearly did. To avoid this reality from affecting your career, I firmly believe you must first have the appropriate level of education and experience. Another thing I ve seen is that people who are successful - whether they are minorities or not - often have sponsorship from someone who monitors their progress within the company and helps nurture their career along. A good sponsor will be at the table when decisions are made for selecting managers or senior executives. They re there to put a word in about your ability and contributions to the company. When you don t have someone that has a seat at the table to speak on your behalf, it can be very difficult to overcome the glass ceiling. Individuals can also look to work for companies that have been very supportive of diversity. That s one of the things that attracted me to Exelon Corporation. Not only has Fortune magazine named Exelon one of the most admired companies in the U.S. and number one on the gas and electric utilities list, but Exelon also has a very strong reputation for supporting and promoting diversity in its workforce. This includes maintaining active recruitment, retention, training and mentoring programs. Exelon also actively partners with national organizations, such as the Society of Hispanic and Professional Engineers, the Society of Black Engineers, and the Society of Women Engineers. Exelon administers a robust diversity education program ranging from workshops to online training, and it supports employee network groups for Asian- Americans, African- Americans, Hispanics, and the gay and lesbian community as well. I haven t seen this degree of commitment to diversity at any other company I ve been at. But regardless of whether a company has a long track record of supporting diversity goals or not, it is important that you make known your interests in advancing to people who can make a difference. Ask these people what it takes to advance in the company or the industry that you re in. Then perform and attain results because no one is going to just give you career opportunities if you have not demonstrated your ability to perform. Have you ever been mentored, or mentored others? How can someone find a mentor within their company/industry? Yes, I have been both, and I still mentor people inside and outside the industry who stay in touch with me on a monthly, quarterly, bi-monthly basis. Visit the Vault Diversity Channel for diversity program profiles of 100s of top employers, insider advice from executives about workplace diversity and more. Go to 125
3 I personally have two mentors that I ve talked to a lot in my life. The first was my junior high math teacher. He knew I had academic talent in math and science and got me to attend a summer engineering preparation program at Drexel University. I remember not wanting to go to school over the summer, but he convinced me how beneficial it was going to be. He never led me wrong, and it was probably one of the best moves I ve ever made. I started attending the program in eighth grade, and it was then that I decided I was going to be an electrical engineer. The other person was someone I met on one of my first job assignments. He eventually served as my boss when I worked in the nuclear side of the business and again on the fossil side of the business. He was an exceptional mentor and always talked about the importance of valuing operational excellence, having good interpersonal skills, and valuing people. He said the number one thing is to always value people and treat them with the utmost respect; when you treat your people well, they ll work wonders for you. I also appreciated his coaching abilities. If he saw opportunities to improve your ability, he was very open to letting you know. For instance, I might have been in a meeting or a presentation that didn t go so well. Many people may have seen it but would not say anything to me, but he would tell you specifically what went well and what didn t, and what he would do differently. And if someone had an issue they felt they couldn t express directly to me, he was really open in letting you know about it. It was a rarity in my career to have someone take that level of interest in me, and I really appreciate it. To this day, I still maintain a relationship with this individual. How can someone find someone like that within their career or their industry? It is very difficult, but one way is through your network, which is why I always tell people to establish networks. Don t ever think you have to have all the answers or you have to go everything alone. Make known that you re looking for a mentor, and if you have a management development organization within your company, let them know you re interested in obtaining a mentor and ask who would they recommend. Also take advantage of industry groups, such as the American Association of Blacks in Energy (AABE) and National Society of Black Engineers. Usually they ll have mentoring networks or can recommend a mentor. Get involved in whatever organization you may be a part of so you can broaden your network, and you ll find members who can recommend mentors to you. It does not always need to be someone in your chain of command. In fact, that usually doesn t work too well. It can help to get a mentor who has nothing to do with evaluating your performance. What is the most rewarding aspect of your career? What would you most like to change? I love working with people who are dedicated to achieving success as a team. When I was a site vice president of a nuclear power plant, a key responsibility was managing outages. At one point, we had a real situation where we needed to do an outage in less than 10 days, which was an unusual situation for that industry, but we were able to pull together as a team, plan around it, and work on it. It required hundreds of people, and we not only beat the 10 days, but we accomplished it in seven days and 21 hours. This ended up being the third best in the industry, which was a big achievement for us as a team. I have done that on many different occasions, but as the leader, it s important to not think you need to have all the answers. It s very important to leverage your people and get focus groups together when necessary, because in working through other people you usually come up with much better plans. People love to show off their talents, but too often they feel that the executives don t care to get them involved. What would you most like to change about your career? The biggest thing I would like to change is the work/life balance. For all of the rewards of the positions I ve held, working within line organizations can require excessively long hours. I have three children, and even though one of my children is grown, I still have two teenagers at home. It really does bother me that I ve put in so much time at work and don t have the appropriate work/life balance. I ve changed a lot from where I used to be earlier in my career, but it s still an area that I need to focus on Vault, Inc.
4 What are some ways that you ve found that really have helped you improve the balance? One thing that really helps is having a very understanding spouse. I ve been married 20 years to the same person. She also once worked in my industry, so she really understands the challenges and I can talk to her, which helps immensely. To minimize the impact of my job on the family, I do not allow anyone to schedule activities on the weekend unless it s a crisis. So once I leave work on Friday, then from that evening through Sunday is time I can totally dedicate to the family. When I go on vacations, unless it s an emergency, I try to stay away from the phone, cell phone, pager. Just make sure when you re on vacation that it is vacation and you leave someone else in charge to be able to handle issues that arise. Also let your boss know how important this is to you. If your boss agrees that having a work/life balance is important, that really helps achieve this balance. Who is/was the most inspiring person to you in your career path? I will again point to my two lifelong mentors. My junior high school was predominately an African-American/Hispanic school, and it was imperative to have a teacher that showed a personal interest in the students. This guy showed an interest in me as a result of the talent he felt that I had, and that really helped me focus on my math and science talents. The area that I grew up in - North Philadelphia - had a lot of problems with drugs and gang warfare. I just wonder if he hadn t been there to help me focus on my education, whether I would have got caught up in that and never had the opportunity to be successful. My other mentor is a very good coach, and I admire his success. Sometimes you see executives who are so glad to be where they are, they don t reach out to help anyone else. Well, this guy was just fully giving of himself and wanted to make sure that he was affecting the lives of others. So he has always been a big inspiration because he was an executive with high standards, cared about others, and always had a bubbly personality. Even when things were going south for him, he never let it change who he was. The person you saw on the outside was the same person on the inside, and that meant a lot to me, because that was not always the case in my career. How do you keep focused when things aren t going well on the job? First, it helps to not personalize it. Next, realize that many people have had the same challenge or issue that you are having. It s how you handle the setbacks that determine success or failure. So while you have to own the issues that occur, don t always feel you must instantly have every answer on your own. Seek out other people who can help you, who either experienced something similar or can advise you. That helps ease the pressure. The key is just reaching out and moving on. Remember that your career is a journey and that you are not going to win every battle along the way. What other advice do you have for a young person considering a career in your company/industry? Focus on your education. You have to have the right education for the career you re interested in. Also, whatever business you re in, think about what your core business is and make sure you re directly contributing to that core business because that will help you advance. Another big thing is don t be afraid to be a pioneer. I especially see many minorities looking for someone else to be the trailblazer before they re willing to venture into a field. Don t be afraid to be the trailblazer and focus on being the best. That s the price of admission. Last, don t sacrifice your sanity for your career. Make sure you have a good work/life balance. That s one of the things that derails a lot of people. They think, This isn t like school, and some don t recover. Others eventually recover, but they just don t teach you those things in school. However those who do co-op programs while in college, they tend to be better prepared for what it s going to be like in the working world. Visit the Vault Diversity Channel for diversity program profiles of 100s of top employers, insider advice from executives about workplace diversity and more. Go to 127
5 If you were not in your current position, what would your dream career be? It would actually be being a chief executive officer in a large competitive company where you get to fully leverage all of your skill sets. Are there different skills you would need for that job? I have a predominantly technical background, but one of the skills you need as CEO is the ability to be a broad strategic thinker. That is really critical because at the CEO level, you re not really involved in the day-to-day technical operation of a company. You re more involved in the finances, how you re making money, how you relate to Wall Street, how you relate to the regulators, and how you call on your company s resources to achieve the goals you have laid out. At that point, you re not responsible for certain organizations; you re responsible for everything. So how you relate within a company is just as important as how you relate externally. It really pools your political savvy, your business acumen and your strategic thinking. How do you acquire these skills? Some you can get through academics, but it helps to participate in executive programs where you get to be in classes with other executives. I ve been to executive development programs at the Wharton School and Harvard University with executives from all over the world. When you have exposure to those experiences, you learn how top executives do things, about some of your own shortcomings, and where you can further develop. You re also learning from professors who teach the greatest business minds in specialized areas such as leadership development and strategic thinking. To attend such courses, you must have sponsorship from your company, but you can learn quite a bit from reading books. You can also get it from having relationships with chief executive officers and meeting with them quarterly or twice a year to talk about strategy and how they got to be where they are. I ve always found it very beneficial to be able to talk live time to CEOs. Is there anything else that you would like to add? Always strive to be the best and make sure to maintain a strong knowledge of your industry. But also be willing to take risks. If you re conservative and want to be comfortable all the time, you re probably not going to go very far in corporate America. Also when looking for the right corporate match for your career, consider what caliber of corporate citizen the company is. For example, I m proud to work for Exelon, which in the last five years has given more than $87 million to nonprofit organizations that work to improve the quality of life in the communities in which we operate. The company s program is specific and strategic, focusing on four key areas of involvement: neighborhood economic development, education, the environment, and arts and culture. If you look at a lot of local organizations, you ll see many of our executives are on boards all across the Chicago and Illinois area, which is very important. It makes you feel good about your contributions to the greater community, and it also adds richly to one s network of connections Vault, Inc.
6 Don t be afraid to be a pioneer. I especially see many minorities looking for someone else to be the trailblazer before they re willing to venture into a field. Don t be afraid to be the trailblazer and focus on being the best. That s the price of admission. George Williams Visit the Vault Diversity Channel for diversity program profiles of 100s of top employers, insider advice from executives about workplace diversity and more. Go to 129
Enhanced Employee Health, Well-Being, and Engagement through Dependent Care Supports
Enhanced Employee Health, Well-Being, and Engagement through Dependent Care Supports Webinar Question & Answer Session Transcript June 23, 2010 Dave Lissy, Chief Executive Officer, Bright Horizons Family
More informationMr. Harry G. Foden, FM, HLM AEDC, President ( ) Interview Conducted with Nancy Moorman
Mr. Harry G. Foden, FM, HLM AEDC, President (1990-1991) Interview Conducted with Nancy Moorman How have you seen the economic development profession evolve over the course of your career? [The profession]
More informationAchieving More with the Career Framework
Associate s Guide: Achieving More with the Career Framework Achieving More No matter your job, your knowledge, skills and behaviors make an important and often, lasting imprint on the lives of your colleagues,
More informationVisionary Leadership. A leadership style to get your team aligned toward achieving your vision.
Visionary Leadership A leadership style to get your team aligned toward achieving your vision. Table of Contents No More Business As Usual...3 What is a Visionary Leader?...3 Visionary Leaders Love New
More informationTurning Feedback Into Change
White Paper FEEDBACK Turning Feedback Into Change The key to improving personal success Thought leader, Joe Folkman describes a model consisting of three elements to help accept feedback from others and
More informationAND YOU: LET S SEE IF WE ARE MEANT FOR ONE ANOTHER. We offer a unique proposition to our employees that enables us to create value for our clients.
AND YOU: LET S SEE IF WE ARE MEANT FOR ONE ANOTHER We hear you re looking for a consulting firm where your voice will be heard, where you can make a real impact through your work, and where you can be
More informationChanging a culture with lean management
Changing a culture with lean management An interview with Bryan Robertson of Direct Line Group Changing a culture with lean management 2 Direct Line Group, based in Bromley, England, is a leading provider
More informationBoys & Girls Clubs of America
Boys & Girls Clubs of America Kristine Morain General Counsel Kristine Morain serves as general counsel to Boys & Girls Clubs of America, headquartered in Atlanta, Georgia. Boys & Girls Clubs of America,
More informationPutting non-service employees on the phones
Putting non-service employees on the phones For the article Vista Print puts its employees on the phones to Learn the Customer in the July issue of Customer Service Newsletter (CSN), editor Bill Keenan
More informationEVALUATE YOUR ABILITY TO LEAD YOURSELF
EVALUATE YOUR ABILITY TO LEAD YOURSELF STRATEGIC LEADERS KNOW THE SECRET OF LEADING THEMSELVES WELL BY LEYDA ALEMAN, SHRM-SCP 2018 Human Capital Consultants International All Rights Reserved www.hcc-intl.com.
More informationAt This Education Nonprofit, A Is for Analytics Social services agencies are turning to data to find the practices that get the best results.
At This Education Nonprofit, A Is for Analytics Social services agencies are turning to data to find the practices that get the best results. Big Idea: Data & Analytics Interview June 30, 2015 Reading
More informationPersonal Diversity Maturity Index (PDMI) 10/3/2018 Diversity Assessment.ppt
Personal Diversity Maturity Index (PDMI) 1. You manage an important ministry for your church that has typically filled openings by referrals from your current members. Recently, you ve added two new members
More informationNotice. All materials are copyright 2015 Keller Williams Realty, Inc. All rights reserved.
Introduction to Your Coach David Jones Contact Info Please let us know if there is anything you d like to discuss in relation to your coaching program. Email: fasttrack@kw.com Fax: 512-532-6614 Phone:
More informationTURNING FEEDBACK INTO CHANGE
TURNING FEEDBACK INTO CHANGE by Joe Folkman In a recent training session Steve was quietly reviewing his feedback. It was apparent from his reactions that he was disappointed in his feedback from his manager,
More informationEMPLOYEE MOTIVATION WHO CAME OUT ON TOP IN 2015?
EMPLOYEE MOTIVATION WHO CAME OUT ON TOP IN 2015? In 2015, there were two areas that became a focus for many businesses to improve: engagement and productivity. The UK rates for these areas are considerably
More informationXpertHR Podcast. Original XpertHR podcast: 25 January 2018
XpertHR Podcast Original XpertHR podcast: 25 January 2018 Hello and welcome to this XpertHR podcast with me, Sheila Attwood. Today we ll be looking at leadership development what does it involve and how
More informationEASING THE TRANSITION
MENTORING Outline Sophocles, in his Greek tragedy Antigone, said, The ideal condition would be, I admit, that men should be right by instinct. But since we are all likely to go astray, the reasonable thing
More informationA Capstone Conversation With The 2011 Marketer of the Year. Raissa Evans Executive Manager of Practice Growth PKF Texas
A Capstone Conversation With The 2011 Marketer of the Year Raissa Evans Executive Manager of Practice Growth PKF Texas Capstone Conversation with Raissa Evans 1 Capstone Conversation with Raissa Evans
More informationA conversation wi! Michelle Thompson. IT6750: Current Trends and Issues in In$ructional Technology. Submi%ed by Gin&r Nichols.
A conversation wi! Michelle Thompson IT6750: Current Trends and Issues in In$ructional Technology Submi%ed by Gin&r Nichols September 20, 2'8 Who is Michelle Thompson? Simply put, Michelle is the Director
More informationWhat advice would you give a young woman considering a career in the law today?
Sallie G. Smylie Partner Sallie G. Smylie is a litigation partner in the Chicago office of Kirkland & Ellis LLP. She is chair of the recruiting committee for the Chicago office, a member of the firm-wide
More informationHolding Accountability Conversations
Holding Accountability Conversations 5 Scripts And Guides To Help You Through The Process PRACTICAL TOOLS Holding Accountability Conversations / / / / / / / / / / / / / / / / / / / / / / / / / / / / /
More informationHow NBCUniversal is creating pull for analytics
August 2018 How NBCUniversal is creating pull for analytics To realize the full potential of data analytics, start with your people and their needs, says Cameron Davies, the company s head of corporate
More informationWomen in Business Create Opportunities
Briefings Q&A Clara Gaymard President and Chief Executive Officer, G.E. France Women in Business Create Opportunities Clara Gaymard is a woman of many talents. She is a published author, a senior European
More informationManagers at Bryant University
The Character of Success for Managers at Bryant University Interviewing Guide (Revised 8/25/04) Career Strategies, Inc. Boston, MA A New Approach to Interviewing for Managers at Bryant University An interviewer
More informationBrian Cloyd Vice President of Global Community Relations
Brian Cloyd Vice President of Global Community Relations Brian Cloyd is vice president of global community relations for, the global leader in the office furniture industry. This role, which Mr. Cloyd
More information30 Course Bundle: Year 1. Vado Course Bundle. Year 1
30 : Year 1 Vado s 30 Year 1 Vado 1. Employee Career Aspirations Coaching Career Development 2. Communicate Clear and Concise Messages Communication Skills for Managers 3. Conflict Management Expectations
More informationCOACHING USING THE DISC REPORT
COACHING USING THE DISC REPORT TAKING THE NEXT STEP Congratulations! You ve taken the first vital step in showing that you are a champion in your organization that wants to make a difference. Your employees
More informationShe Ran Like the Wind
UNIT 4 WEEK 2 Read the article She Ran Like the Wind before answering Numbers 1 through 5. She Ran Like the Wind In 1960, a record was broken in Rome, Italy, when Wilma Rudolph became the first American
More informationYou ve met our apprentices. Now meet yours.
You ve met our apprentices. Now meet yours. Managers Guide Recruiting an apprentice INTERNAL ONLY The practical part By now, you should know the facts about our apprentices, and we hope you want to get
More informationStepping Forward Together: Creating Trust and Commitment in the Workplace
EXCERPTS FROM THE BOOK Stepping Forward Together: Creating Trust and Commitment in the Workplace by Mac McIntire How to Know You ve Made the Right Decision The following is an excerpt from chapter one
More informationMentoring 101 What Every Leader Needs to Know. Take-Aways
Mentoring 101 What Every Leader Needs to Know John C. Maxwell Thomas Nelson Publishers 2008 128 pages [@] Rating 8 Applicability 7 Innovation 77 Style Focus Leadership & Management Strategy Sales & Marketing
More informationSmall business guide to hiring and managing apprentices and trainees
Small business guide to hiring and managing apprentices and trainees A short guide for small businesses on how to get the most from your apprentice or trainee When it comes to recruiting and managing a
More informationfocus Jure Sola, CEO of Sanmina-SCI, talks about the need for the personal touch
MANUFACTURINGTODAY BEST PRACTICES FOR INDUSTRY LEADERS NOVEMBER/DECEMBER 2005 3.95 FROM CONCEPT TO REALITY: The evolution of PLM SEEN TO BE LEAN: Lessons to be learned from the past Total customer focus
More informationEmi I ve always loved animals. After graduating with a Masters Degree in Creative Writing in 2012, I went through a quarter-life crisis of not
1 Emi I ve always loved animals. After graduating with a Masters Degree in Creative Writing in 2012, I went through a quarter-life crisis of not knowing what to do with myself, so I started volunteering
More informationAuthority. RideShare is the ones that help develop carpools and van shares that I have heard some people talk about today.
ROBERT BAER: Thank you for having me today. I am really honored to be here. I have been with the hospital five years and my job at the hospital entails taking care of parking and transportation for a lot
More informationBoldly Leading the Pack: The 100 Best Workplaces for Women
Webinars Boldly Leading the Pack: The 100 Best Workplaces for Women Presented by: Jessica Rohman & Tabitha Russell Please type any questions into the Questions Panel Today s Presenters Jessica Rohman Director
More informationWhat, in your experiences, have been the triggers that require you to sit down with IT?
Q&A With Liz Allen, Chief Marketing Officer, At Home Group As a marketing professional with extensive experience in partnering with CIOs to build alignment and drive business performance, Liz Allen discusses
More informationHow to Hire The Best Customer Service Reps
How to Hire The Best Customer Service Reps 03 Why You Should Care Contents 05 06 The Ultimate Customer Rep Writing a Job Requisition 08 Cover Letter 11 Resume 13 Phone Screen 15 Interview Part 1 18 Interview
More informationFAST TRACK YOUR SUPPLY CHAIN CAREER THROUGH MENTORSHIP. By Rodney Apple PRESIDENT, SCM TALENT GROUP LLC APICS CAREER COACH
FAST TRACK YOUR SUPPLY CHAIN CAREER THROUGH MENTORSHIP By Rodney Apple PRESIDENT, SCM TALENT GROUP LLC APICS CAREER COACH FAST TRACK YOUR SUPPLY CHAIN CAREER THROUGH MENTORSHIP BY RODNEY APPLE PRESIDENT,
More informationA LOOK INSIDE. Relationship. Research. Options. SOLUTIONS.
A LOOK INSIDE Relationship. Research. Options. SOLUTIONS. INDEX A Note from Our President... 1 Core Principles... 2 Workforce and Growth Stats.... 4 Our History.... 6 Corporate Structure... 8 150 West
More informationNOT CONVINCED? TAKE A LOOK AT THE FACTS. We know that companies with a gender diverse workforce see better commercial results
THE DIVERSITY AGENDA THE CASE FOR CHANGE Your business will perform better when you hire more people that think differently to you. Engineering and architecture are facing the challenge of new technological
More informationArgyle Conversations. by Argyle Executive Forum SM Joseph Cabral, Senior Vice
Argyle Conversations by Argyle Executive Forum SM Joseph Cabral, Senior Vice President and Chief Human Resources Officer at North Shore-LIJ Health System, sat down with Beth Thornton, Executive Vice President
More informationMentoring. Program Guide
Mentoring Program Guide Mentoring Guide Developed by the Nova Scotia Public Service Commission This guide for mentoring has been designed to support the leadership and career planning and development of
More informationPage 1. Reddico Manifesto. Reddico, Moat Farm Oast, Five Oak Green, Tonbridge, Kent TN12 6RR
Page 1 Reddico Manifesto 2018 Page 2 Part 4: How we ll run the business the framework The key parts to Reddico s business framework, which we hope will enable people to work at their best are: 1. Openness
More informationProject Manager: Superman or Entrepreneur?
Project Manager: Superman or Entrepreneur? Nina Alimpić, PMP nina@saga.rs Dragana Milojević, PMP dragana.milojevic@pmi-yu.org Belgrade, November 18, 2009 What is Project Management? What is not Project
More informationTHE WORKPLACE WORK BASED A GUIDE TO GETTING THE MOST OUT OF YOUR PART-TIME JOB LEARNING
THE WORKPLACE A GUIDE TO GETTING THE MOST OUT OF YOUR PART-TIME JOB WORK BASED LEARNING I OVERVIEW 02 Welcome to the Workplace Portfolio! The Portfolio is designed to help you squeeze more learning out
More informationSpotlight on Success. July Brendan Howe
Spotlight on Success July 2016 Brendan Howe A Successful Leap From Marketing Professional to MSP You don t have to be an IT savant to build a successful managed services organization. In fact, a few of
More informationSurvey of Cohort Mentors: Gender-Based Analyses August 2011
Survey of Cohort Mentors: Gender-Based Analyses August 2011 1 Sample Nineteen mentors completed the survey from an overall population sample of 38 mentors. Thus, this survey has a response rate of 50.0%.
More informationINCLUSION YVETTE KANOUFF THE ROI OF D&I IS SYSTEMIC UNCONSCIOUS BIAS HOLDING YOUR COMPANY BACK? OVERCOMING BARRIERS TO MUSLIM AMERICAN INCLUSION
OVERCOMING BARRIERS TO MUSLIM AMERICAN INCLUSION THE ROI OF D&I IS SYSTEMIC UNCONSCIOUS BIAS HOLDING YOUR COMPANY BACK? INCLUSION WINTER 2018 + ISSUE 3 Creating Globally Inclusive & Culturally Competent
More informationFundraising 101: Structuring and Developing an Effective Fund Raising Operation. Lawrence W. Reed President Mackinac Center for Public Policy
Fundraising 101: Structuring and Developing an Effective Fund Raising Operation Lawrence W. Reed President Mackinac Center for Public Policy In July 2003, Atlas co-sponsored an event with Fundacion DL
More informationcreating a culture of employee engagement
creating a culture of employee engagement creating a culture of employee engagement 2 Introduction Do your employees report a strong sense of purpose at your company? Do they trust senior management and
More informationThe Power of Diversity Consultants: Helping to Achieve an Inclusive Workforce
Diversity & The Bar The Power of Diversity Consultants: Helping to Achieve an Inclusive Workforce By Carisa Crawford-Chappell While most executives and managers in the legal profession realize the importance
More informationThree steps to joining and participating in unions
Anger hope action Three steps to joining and participating in unions 1. Anger The first condition for joining or becoming involved in the union is anger. Many people are uncomfortable about expressing
More informationLAPLeadership, Attitude, Performance...making learning pay!
LAPLeadership, Attitude, Performance...making learning pay! Strategic Management LAP 3 Performance Indicator: SM:001 Student Guide Manage This! Concept of Management Table of Contents It s Manageable 2
More informationWHOLESALE DISTRIBUTOR USES FLEET OUTSOURCING TO GROW
S O L U T I O N S H O W C A S E WHOLESALE DISTRIBUTOR USES FLEET OUTSOURCING TO GROW It s a defining moment for businesses when they realize that unless they change the way they have been managing their
More informationThe Leadership Secret of Gregory Goose
Review: Video and Training Program By Mike Streeter Executive Director Workforce Diversity Network At the Workforce Diversity Network, we are always looking for articles, books, and training programs that
More informationENGAGED EMPLOYEES OWNERSHIP
PURPOSE OWNERSHIP LEADERS EMPLOYEES CUSTOMERS ORGANISATION OWNERSHIP This Guide will help you understand who an Engaged Owner is, why becoming one is vital, how to avoid some common mistakes, and will
More informationPlaces. the. she'll go. Bauer College s Response to National Call to Support Women in Business. Cover Story
40 Inside Bauer Volume 3, Issue 1 Cover Story the Places she'll go Bauer College s Response to National Call to Support Women in Business Story by Jessica Navarro, Photos by Nicki Evans University of Houston
More informationFlying people, not planes :
M A R C H 2 0 11 o r g a n i z a t i o n p r a c t i c e Flying people, not planes : The CEO of Bombardier on building a world-class culture Bruce Simpson Pierre Beaudoin explains how a company driven
More informationSafety programs are great, but it takes enforcement and training for those programs to maintain a safe workplace.
1. Top management must be engaged. Without this support, the rest of the organization will, at best, only provide lip service. Top management must address safety at every major company management meeting,
More informationTalent Development Through Higher and Degree Apprenticeships
Talent Development Through Higher and Degree Apprenticeships What is Higher Futures? Businesses need appropriately skilled and competitive workforces to achieve their growth ambitions. Higher Futures is
More informationTalent Development Through Higher and Degree Apprenticeships
Talent Development Through Higher and Degree Apprenticeships What is Higher Futures? Businesses need appropriately skilled and competitive workforces to achieve their growth ambitions. Higher Futures is
More informationUB Career Cycle Workbook. Career Cycle. University of Baltimore. Discover Your Direction. Explore the World of Work. Create Your Opportunities
UB Workbook CAREER MANAGEMENT Discover Your Direction assess yourself celebrate accomplishments choose your path PROFESSIONAL GOAL Create Your Opportunities practice interviews engage your network find
More informationTHE MENTORSHIP EXPERIENCE: A SYNOPSIS OF CONVERSATIONS WITH STUDENTS AND JUNIOR FACULTY
Mission The mission of the National Center for Cultural Competence is to increase the capacity of health care and mental health care programs to design, implement, and evaluate culturally and linguistically
More informationUnit- IV/ HRM. Self Development
Unit- IV/ HRM Self Development Self development describes taking steps to better yourself, such as by learning new skills or overcoming bad habits. An example of self development is taking courses at the
More informationBETTER TEAMS. BETTER RESULTS.
BETTER TEAMS. BETTER RESULTS. The Performance Culture System helps you achieve the results you want from your Accounting Firm through alignment, accountability and team chemistry. DALLAS ROMANOWSKI & MELISSA
More informationDecision Point #3: Communication
Excerpt from the Options and Outcomes (Ben, link to document 2 here) Findings from Negotiating the Culture of Work and Technology (Ben, link to document 23 here) To read the scenario these findings are
More informationLeadership SBOT Interview Questions
Leadership SBOT Interview Questions Casey Dyer Oliver Texas Wesleyan School of Law Director of Alumni Relations & External Affairs Age: 31 1. What are your job responsibilities? Ensure law school will
More informationModern Apprenticeships in Business & Administration
What will I be doing? Administrators deal with the essential day-to-day tasks that enable the Parliament to function. There are about 100 administrator roles at Holyrood and these jobs are crucial to the
More informationGuest Name and Title: Carol Phillips, President Guest Company: Brand Amplitude
Guest Name and Title: Carol Phillips, President Guest Company: Brand Amplitude David: Hi, this is David Patrick. Welcome to The Brand Show. Today I ll be talking with Carol Phillips. She s the president
More informationINTERNSHIP STARTER HANDBOOK For Community Providers
OFFICE OF INTERNSHIPS INTERNSHIP STARTER HANDBOOK For Community Providers Thank you for your interest in partnering with California State University San Marcos to provide internship opportunities to CSUSM
More informationEmployer Toolkit. Have you recruited staff from overseas? Is it working well? DOL AUG 11
Employer Toolkit Have you recruited staff from overseas? Is it working well? DOL 11794 AUG 11 Could you be working better with your migrant staff? Migrant employees come to New Zealand from a wide range
More informationTeam Conversation Starters
Team Conversation Starters This guide is intended to help you get started during your action planning session and/or to dig deeper into understanding the feedback you receive from your employees during
More informationMY SPRING 2014 CO-OP AT CHALLIS REGAN MAJOR: SOCIOLOGY MINOR: JAPANESE
MY SPRING 2014 CO-OP AT CHALLIS REGAN MAJOR: SOCIOLOGY MINOR: JAPANESE MATHWORKS ACCELERATING THE PACE OF ENGINEERING AND SCIENCE Founded in 1984, MathWorks is one of the leading developers of mathematical
More informationChad E Cooper Speaker, Author, Coach
Invite Chad E Cooper to speak at your conference or event! Chad E Cooper Speaker, Author, Coach Author of the best-selling book Time Isn t The Problem You Are: Four Strategies to Transform Stress Into
More information5 Ways to Grow Your Practice
5 Ways to Grow Your Practice Is your software an expense or an investment? by Reuven Lirov, M.A. What s Your ROI? ROI? Carmen repeated. ROI is simple. How much are you investing, and what kind of return
More informationRecruiting and Retention
Recruiting and Retention Lesson Objective: Lesson Objective: Comprehend the importance of recruiting & retention in your unit. Desired Learning Outcomes: 1. Discuss the importance of recruiting. 2. Formulate
More informationPrograms in Human Resources, Labor, and Employment Relations
Programs in Human Resources, Labor, and Employment Relations TABLE OF CONTENTS Programs in Human Resources, Graduate Certificate... 11 Labor, and Employment Relations... 3 Master s Degree...12 13 Undergraduate
More informationBREAKTHROUGH CHARTER SCHOOLS CHIEF FINANCIAL OFFICER JOB DESCRIPTION
BREAKTHROUGH CHARTER SCHOOLS CHIEF FINANCIAL OFFICER JOB DESCRIPTION THE BREAKTHROUGH NETWORK Breakthrough Charter Schools ( Breakthrough ) is a nationally recognized network of high-performing, free,
More informationManagement And Operations 593: Organizational Politics. Managerial Leadership and Productivity: Lecture 6. [Ken Butterfield]
Management And Operations 593: Organizational Politics Managerial Leadership and Productivity: Lecture 6 [Ken Butterfield] Slide #: 1 Slide Title: Organizational Politics Organizational Politics, Acquiring,
More informationLinda Carrington, Wessex Commercial Solutions
Linda Carrington, Wessex Commercial Solutions Linda Carrington has worked with ISO 9001 accredited systems throughout her career, in businesses as diverse as oil and gas, construction, defence and shipping.
More informationWHAT MAKES BUSINESS OWNERS SUCCESSFUL
WHAT MAKES BUSINESS OWNERS SUCCESSFUL WHAT MAKES BUSINESS OWNERS SUCCESSFUL The secret sauce to business Ever wondered why one business is successful, while another seemingly similar business doesn t quite
More informationThe Coaching Playbook. Your Must-Have Game Plan for Maximizing Employee Performance
The Coaching Playbook Your Must-Have Game Plan for Maximizing Employee Performance CONTENTS Coaching Overview What is Coaching? Coaching Categories Coaching Relationships Who Can Be a Coach? Coaching Personas
More informationCOMMITMENT PLAN. Firm Foundations: Talent Acquisition
COMMITMENT PLAN Firm Foundations: Talent Acquisition DIRECTIONS: Review the topics that were discussed. Take time to talk about any ideas, best practices or nuggets you received from the session. Document
More informationCulture Insight: Inspiring the Millennial Workforce. ensono.com
1 Culture Insight: Inspiring the Millennial Workforce 2 Executive Summary Much has been written about the entrance of the Millennials (generally defined as those born between 1982 and 2004) into the workforce
More informationTHE ART OF DELEGATION
THE ART OF DELEGATION Responding to Delegation Definition of Delegation Delegation the transfer of an activity while retaining accountability for the outcome. This could come from: Your boss Other supervisors
More informationMining for leadership with lean management
Mining for leadership with lean management Operations March 2017 Xavier Costantini Christian Johnson Ferran Pujol Guillem Sivecas Mining for leadership with lean management Three executives at one of the
More informationCRACKING THE CODE TO CHANGE. What every leader needs to know about the obstacles to overcoming change
CRACKING THE CODE TO CHANGE What every leader needs to know about the obstacles to overcoming change Seventy percent of all corporate change initiatives fail. The results aren't any better for individual
More informationSCALING SOCIAL: GOING BEYOND TECH IN NORTH AMERICA
SCALING SOCIAL: GOING BEYOND TECH IN NORTH AMERICA INTRODUCTION The buyer s journey has changed, and sales professionals have changed their own approach to include social media tools as an integral part
More informationThe [students] invest in their learning at a level that cannot be found unless they are empowered by opportunity.
The Class Business SPENCER HAACKE Academic Support Centers As a student at Ricks College in 1999, I took an introductory literature class from Kendall Grant. He started the first day of class not with
More informationRouteways into adult social care
Routeways into adult social care Find out more about: apprenticeships traineeships your local sector routeway other tips to help you get started. www.skillsforcare.org.uk/startingyourcareer Do you want
More informationResource Pack. The Banking industry is central to our lives. it makes a significant contribution to the British economy.
Resource Pack The Banking industry is central to our lives. it makes a significant contribution to the British economy. In association with: 2016 Banking is Britain s largest export industry, and is the
More informationThe Mentoring Guidebook. How to build a personal mentoring program!
ASK! The Mentoring Guidebook. How to build a personal mentoring program! Michael Garska FindAMentor.com The Mentoring Guidebook. How to build a personal mentoring program. Table of Contents Introduction....
More informationLEADER. Develop remarkable leaders who deliver amazing results
LEADER Develop remarkable leaders who deliver amazing results LEADER Develop remarkable leaders who deliver amazing results by Antoinette Oglethorpe the leader system 3 Here s the bottom line: companies
More informationTITLE: WANDA WUTTUNEE: ON CASE-STUDIES, NORTHERN ORGANIZATIONS, ORGANIZATIONAL CHALLENGES AND ABORIGINAL WOMEN IN MANAGEMENT
This case was written by Warren Weir for the purpose of entering the 1997 Aboriginal Management Case Writing Competition. TITLE: WANDA WUTTUNEE: ON CASE-STUDIES, NORTHERN ORGANIZATIONS, ORGANIZATIONAL
More informationThe Challenger TM Customer: THE NEW REALITY OF SALES
The Challenger TM Customer: THE NEW REALITY OF SALES FOREWORD Imagine your ideal customer: friendly, eager to meet, ready to buy and become an advocate of your products and services. It turns out that
More informationTailor Communication Techniques to Optimize Workplace Coaching
Tailor Communication Techniques to Optimize Workplace Coaching Hinda K. Sterling Herbert L. Selesnick & Sterling Selesnick, INC Tailor Communication Techniques to Optimize Workplace Coaching Whether it
More informationAssociation of Princeton Graduate Alumni. Graduate Student Mentoring Program Overview
Association of Princeton Graduate Alumni Graduate Student Mentoring Program Overview http://apga.reuniontechnologies.com/dynamic.asp?id=mentoring_main mentoring@apga.reuniontechnologies.com Jan 31, 2010
More informationThe Language of Accountability
The Language of Accountability What s good, what s bad, and what it means PRACTICAL TOOLS The Language of Accountability / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / /
More informationGlobal Diversity. Creating competitive advantage through people
Global Diversity Creating competitive advantage through people About the Global Diversity Framework Table of contents About the Global Diversity Framework Message from the CEO (Darren W. Woods) Attracting
More information