TACA Conveyor - Summer 2008 - (Page 16)

to verify that they are communicating excellence: 1. Describe the job in terms of its major outcomes and how it ﬁts into the larger picture of organizational strategic objectives 2. Discuss key results, target dates, and performance measures 3. Determine employee’s current priorities and how this task ranks in importance to the others 4. Identify the proper level of authority, support, resources and guidelines available 5. Answer employee concerns and questions 6. Set periodic follow-up dates be thought of as guiding others from one’s own experience or sharing of experience in a speciﬁc area of industry or career development, is sometimes confused with coaching. Mentoring offers tips, techniques, strategies and resources from a person who has prior experience or knowledge that is of use in the development of the other person. Business coaching helps people breakthrough barriers to performance through a process of open-ended questioning techniques. This process is designed to encourage critical and innovative thinking in the person to discover and determine the actions that they want to take for themselves. Train Today’s Managers and Tomorrow’s Nurture the Talent Within “People will forget what you said. People will forget what you did. But people will never forget how you make them feel.” - - Bonnie Jean Wasmund Coaching and mentoring employees can produce extraordinary results in lives, careers, businesses and organizations. What’s the difference? Mentoring, which can Leaders A labor crisis is imminent: by the year 2012, there will be 6.7 million more jobs than there are available workers. A leadership crisis is also upon us: according to the June 2003 issue of Training Magazine, “In the next few years, 21% of top management and 24% of middle management positions across all functions, regions and industries will become vacant.” With 1 in 3 workers over the age of 50 by the year 2012, Baby Boomers and Traditionalists will be retiring from their full-time positions. Who have you identiﬁed as potential leaders in your organizations and who are you grooming to replace key leadership positions left vacant by these retirees? Training in leadership competencies provides multiple organizational advantages, including the opportunity for: • High potentials to discover if the management track is right for them • Developing talent for future leadership positions • A ready and available talent pool for leadership positions as they become available • Senior leaders to share expertise, knowledge and experience with junior employees Organizational Leaders, take heed. Follow this prescription, for an ounce of prevention is worth a pound of cure! PREVENT the Leadership Death Spiral within your own organization: COMPANIES presents The Leadership Challenge GAIN KNOWLEDGE AND SKILL PRACTICE IN THESE CORE LEADERSHIP COMPETENCIES Attract, Train and Develop Talent Constructive Conflict Resolution Effective Communication Behavioral Interviewing Performance Management Delegation Ethical Leadership P R E V E repare for change and plan accordingly ecruit and select top talent with assessment tools and interviewing techniques ngage top talent with discussion and communication about varying expectations for job satisfaction isibly support change as senior managers, leading by example and communicating, communicating, communicating South Shore Harbor Resort July 30-August 1, 2008 8 a.m. – 5:00 p.m. each day REGISTRATION: Email: jill@jillhickman.com Phone: 800-757-7965 or Fax: 281-358-8580 $1895 per person includes daily continental breakfast and lunch Early Bird Registration: Enroll by 5/2 and save 5% off, OR Register with a friend or colleague and you both get a 10% discount. (Send registrations together to receive friend and colleague discount.) Mention the Jill Hickman Companies Leadership Challenge Workshop for special hotel room pricing (available until June 30, 2008) xpect the best. Positive thinking instills conﬁdence and trust in others. Trust others to do the job by letting go and delegating effectively urture top talent. Provide coaches and mentors to guide, break through performance barriers and accelerate growth N T Visit www.jillhickman.com for complete agenda rain leaders for the future today! Identify and prepare high potentials to ﬁll leadership positions as they become available. Grow the individual, grow the company! 16 TACA Conveyor • Summer 2008

Table of Contents Feed for the Digital Edition of TACA Conveyor - Summer 2008

TACA Conveyor - Summer 2008 Contents The Final Frontier And The Winner Is... Diagnosis: The Leadership Death Spiral Aggregates Rock Accident Investigation Training TXI Roadeo NRMCA Promoter of the Year Harold Hubbard NRMCA Driver of the Year Finalist Fort Worth Freightliner Changes at Cherry Crushed Concrete Index of Advertisers

TACA Conveyor - Summer 2008

For optimal viewing of this digital publication, please enable JavaScript and then refresh the page. If you would like to try to load the digital publication without using Flash Player detection, please click here.